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Role Description Reporting to the Head of School (or nominee), the School Manager occupies the most senior administrative position in the School, having responsibility for all aspects of the day-to-day administrative functioning of the School. The post-holder will be expected to manage the administrative team of the School in support of the delivery of its research and teaching programmes. They will manage the School finances in accordance with the policies and procedures set down by the University. The School Manager will also act as the administrator of several of the School’s committees. Principal Duties & Responsibilities Note As the university continues to expand and evolve, it is likely that flexibility in regard to the allocation of specific duties will be necessary. Accordingly, the list of duties specified above is not intended to be exclusive or restrictive; duties may be added or withdrawn but any such alteration will take place after consultation with the appointee. Selection Criteria The successful candidate will be expected to have: Essential Criteria Relevant administrative experience in third level institutions or relevant industrial companies; Evidence of ability to work on own initiative as well as lead and manage a team; Good IT Skills; Good communication skills to be applied in a teaching and research environment; Good people management and inter-personal skills required for contacts with university staff and students, and the general public; Good organisational and planning skills; Proven budget development and monitoring experience, using a data and information driven approach to identify and respond to problems; Evidence of willingness to perform routine tasks according to specific guidelines; Commitment to skill development through relevant training; Ability to prioritise, work to tight deadlines, delegate work and take responsibility for deliverables; Flexible approach to work, and willingness; Proven management experience. Desirable Criteria Demonstrated experience in the practical application of regulations, policies and procedures relevant to the operations of an educational and research-active organisation, and experience of working with relevant compliance processes. Candidates are requested to make a personal assessment of these criteria against their own qualifications, skills and abilities to assess whether they should apply for the post. Please note: Candidates who do not demonstrate that they meet the criteria as detailed above will not be short listed. The University, at its discretion, may undertake to make an additional appointment(s) from this competition following the conclusion of the process. Competencies relating to administrative grades in the University are available on the website. Conditions of EmploymentSalary Appointment may be made on the Admin III Salary Scale: €60,260 – €71,946 (Scale B) / €57,375 – €68,462 (Scale A). Salary placement on appointment will be in accordance with public sector pay policy. As required by public pay policy for the higher education sector, new appointments to a direct entry recruitment grade will generally be at the minimum (1st point) of the relevant scale. For existing public servants, the restriction to the first point on scale may be varied where a person is appointed to the same or an analogous grade, role or position as their previous public service employment. The rate of remuneration for all appointments may be adjusted from time to time in line with government policy. Working Hours The working hours for administrative staff are 35 hours per week with normal hours of duty from 9.00am to 5.00pm Monday to Friday, with 1 hour for lunch break. Due to the nature and seniority of the post, however, it may be necessary to extend and vary these hours from time to time in order to meet the exigencies of the post. Annual Leave Annual Leave will be 29 days per annum. This leave is exclusive of public holidays and Good Friday. The leave year commences on 1 July annually and four days annual leave must be held for the Christmas closure period. Sick Leave Sick leave will be granted in line with University policy in this regard which may change from time to time. You should familiarise yourself with the University Sick Leave Policy and University Sick Leave Management Policy. Tenure The tenure of the post is Permanent Whole Time Post, based on the following provisions: a) A probationary period of twelve months shall apply from commencement of employment in the post during which the contract of employment may be terminated by either party in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. b) Except in circumstances of gross misconduct justifying immediate dismissal, the appointee will receive one month's notice of termination of employment, or, if greater, such notice as is provided for in a minimum notice in terms of Employment Act, 1973. c) The appointee is required to give one month's notice of termination of employment. Pension The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 established the Single Public Service Pension Scheme. In general, anyone taking up pensionable public service employment on or after 1 January 2013 is a member of the Single Scheme.
Kitchen Porters
Kitchen Support– 4* Grand Hotel Under the FBD Hotels & Resorts management, an excellent opportunity has arisen to join our team for Kitchen Porters at the Grand Hotel, Malahide. Previous experience in a similar role would be preferrable. Candidates should only apply if they can work fully flexible hours and get to and from Malahide without relying on public transport as some shifts may be outside of Train/Bus hours. Objective: To assist the Culinary Team in maintaining the standards in areas such as hygiene and food safety. The successful candidate will work closely with our Head Chef in the busy kitchen of the Grand Hotel. Responsibilities will include: · Maintaining a high level of operational hygiene in all Kitchen areas in compliance with Hotel and Health and Safety regulations · Carrying out cleaning duties as outlined in the cleaning schedule and complete daily / weekly cleaning checklists for all cleaning tasks performed · Cleaning pots, pans and general Kitchen equipment as required, ensuring correct storage · Thorough deep cleaning of Kitchen as required including equipment and storage areas · Dealing with stock rotation and deliveries What are we looking for? We are seeking an enthusiastic, motivated and hardworking individual with a strong commitment to quality, high standards, service and customer care. Perks of joining the team: We have a very friendly and helpful team and we hope you will fit right into our family. We provide: · Great Remuneration package · Meals on duty · Complementary Staff parking · Complementary use of the Arena Fitness Club · Staff recognition & awards · Family and Friends discounted rates across F&B Hotels Group · Taxsaver Scheme · Bike to work Scheme · Cash saving scheme · 'Refer a friend' scheme
Toolmaking Apprentice
T.P.S. are looking for a first year apprentice Toolmaker to join our team in a well-established toolroom and injection moulding facility based in Limerick. At the end of your apprenticeship you will be fully trained in setting up, programming and operating a computer numerical control (CNC) machine. You will have the ability to read and understand engineering drawings with a knowledge of geometric dimensions and tolerances. You will have the knowledge of selecting high speed cutting tools and establish speeds & feeds to suit. We are looking for a candidate who is self-motivated with excellent time manage and organisational skills and who enjoys working as part of a team. Educational requirements: Completed Leaving Certificate level maths and Engineering/Technical Drawing. Please Email aidan.oconnor@totalplasticsolution.ie
Dispensary Assistant
Join Our Team as a Dispensary Assistant! 💊 Are you ready to step into a role where every interaction makes a difference? McKeevers Chemists, Belfast, is on the lookout for dynamic and dedicated Dispensary Assistants to join our teams! Dispensary Assistants – Full & Part Time positions (24-40 hours per week) Why McKeevers Chemists? 💊 Prescribing Positivity: Be part of a pharmacy that believes in the power of positive healthcare experiences. 🤝 Team Collaboration: Join a supportive team where your contribution is celebrated, and collaboration is key. 🌐 Community Impact: Be part of a pharmacy deeply rooted in the community, where your work directly impacts the well-being of our neighbours. What You'll Do: 📦 Assist in dispensing medications with precision and care- accepting prescriptions for filing, gathering and processing labels using IT systems 🌟 Customer Care: Provide top-notch service, creating a welcoming environment for our valued customers- informing customers on all health and associated products including over the counter medication, minor ailments and services offered by the Pharmacy. 🤝 Provide exceptional customer service and support- Handling telephone enquiries and giving advice while referring callers to the pharmacist when necessary. 🌟 Collaborate with pharmacists to ensure a seamless workflow 🧴 Maintain a clean and organised dispensary environment- operating efficient stock control to include ordering and rotation of goods. 💸Till operation and money handling. What We're Looking For: 👩⚕️ Enthusiastic Dispensary Assistants. ⌚️Fully flexible to work a variable rota between Monday – Saturday (Weekend shifts in accordance with branch rota). 🔄 Strong attention to detail and accuracy skills. 📚 Previous experience is desirable but not essential if you are willing to learn and are passionate about ongoing learning and development. 💡 A team player with excellent communication skills. Perks: 💼 Competitive salary. 🥼 Free Uniforms upon joining 📈 Opportunities for professional growth and development. ✉️ Company pension 🎁 Staff discount instore Don't miss this chance to be an integral part of McKeevers Chemists mission to deliver exceptional care to our community! 🌟 *McKeevers Chemists is an Equal Opportunities Employer
Senior Executive Officer
The Medical Council is seeking to recruit a Senior Executive Officer (SEO) within the Department. This role will support the implementation of the Council’s Liaison Framework a key strategic initiative designed to strengthen compassion, fairness, trust, and wellbeing across all regulatory interactions. The post holder will work closely with the Head of Department and a team of Executive Officers to deliver high-quality, person-centred engagement and communication support to registrants, complainants, and stakeholders. The position will play a pivotal role in embedding a compassionate culture within the Council’s regulatory processes. Key Responsibilities
National Finance - Travel Coordinator
Duties and Responsibilities Main Duties and Responsibilities • Support Travel and Subsistence (T&S) Checkers, Verifiers, Claimants, Line Managers, Regional Finance Managers, and Director’s administration teams nationwide in Tusla. • Monitor the Travel Policy email account and respond to queries with reference to Tusla Financial Regulations (TFR-02) and Department of Public Expenditure, NDP and Reform requirements. A good working knowledge of the National Financial Regulations used by Tusla is desirable. • Respond to queries and requests for information from both Internal Audit and the Comptroller and Auditor General (C&AG) year-end audit. • Draft all Standard Operating Procedure (SOP) documents where required and T&S training material. • Support the updating of relevant Tusla Financial Regulations, when necessary, in adherence to Department of Public Expenditure, NDP and Reform requirements and to support financial processes. • Provide updates where required to all Tusla staff nationwide regarding changes in legislation, financial or government regulations, and travel and subsistence rules. Knowledge of relevant legislation is desirable, along with the ability to remain current in a dynamic legislative environment. • Co-operate with developments and use of information technology, particularly SAP HR Payroll, HR/Payroll Self Service System, and advanced Excel. • Demonstrate excellent Microsoft Office skills, including Word, PowerPoint, and advanced Excel (including Pivot Tables, VLOOKUP, etc.), including downloading data from multiple sources, manipulating data, and generating reports. • Prepare monthly T&S Expenditure Reports for Regional Finance Managers. • Prepare various monthly payroll SAP HR/SAP IFMS reconciliations related to T&S. Detailed working experience with IT systems such as HSE My Self Service, SAP HR, and IFMS is desirable, along with the ability to learn new technologies. • Produce ad hoc reports as required. • Liaise appropriately with and assist other Tusla Directorates in relation to oversight requirements. • Liaise with key stakeholders in the travel and subsistence process to maintain a sound system of internal control. • Carry out checking, validation, analysis, and reconciliations on payroll transactions and key payroll T&S-related data. • Develop and provide T&S training and support using MS Teams and MS PowerPoint. • Assist with time and attendance entry, specifically weekly entry deadlines, in a timely and effective manner. • Maintain confidentiality of documents received within Finance. • Ensure records are accurately stored and readily available. • Organise, attend, and take minutes at meetings as required. • Collect and manage required data and metrics where required. • Carry out other duties as determined by the Section Grade VIII National Finance Payroll Manager. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice, and adhere to relevant legislation, regulations, and standards. • Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla – Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote, and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low-carbon, and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved. Consequently, the post holder may be required to perform other duties as appropriate to the post, which may be assigned from time to time, and to contribute to the development of the post while in office. Eligibility CriteriaQualifications and/or Experience Applicants must, by the closing date of application, have the following: • Be in current employment with Tusla – Child and Family Agency, the HSE, or other statutory health agencies, or a body providing services on behalf of the HSE under Section 38 of the Health Act 2004, or a body providing services on behalf of Tusla under Section 56 or Section 59 of the Child and Family Act 2013. • Have at least two years’ administrative experience relevant to the requirements of the role. • Have experience working collaboratively with multiple internal and external stakeholders and customers, as relevant to this role. • Have excellent proficiency in Microsoft Office, with advanced skills in Excel (including Pivot Tables, VLOOKUP, etc.). • Possess sufficient administrative capacity to discharge the functions of the grade/post. Health A candidate for, and any person holding, the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health that indicates a reasonable prospect of the ability to render regular and efficient service. Character Each candidate for, and any person holding, the office must be of good character. Skills, Competencies, and/or KnowledgeTusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities, and other characteristics required for effectiveness, regardless of role or rank. The Tusla Leader Framework relevant for this role is Leading Others . Applicants should access the Leading Others link to familiarise themselves with the impact of this proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities, and criteria for this role. Other Requirements of the Role • The post holder will require access to appropriate transport, as the post may involve travel. • Have awareness of children and young people’s participatory practice. Application ProcessCampaign-Specific Selection ProcessShortlisting / Interview The online application system has a time-out facility to protect user privacy. This activates if the application is dormant for over 60 minutes. Any work not saved will be lost and cannot be recovered. Candidates are advised to draft their applications outside the system and copy and paste their responses into the online application form once complete. Upon full submission, a confirmation email will be sent to your profile. If you do not receive this email, your application has not been submitted successfully. AI-generated content must not be used in your application. Tusla reserves the right to assess whether content has been created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process. Shortlisting may be carried out based on the information provided in the application, in line with the eligibility criteria and the skills, competencies, and knowledge required for the post. Failure to include relevant information may result in not being called forward to the next stage. Candidates successful at the shortlisting stage will be invited to interview. Tenure The current vacancy is permanent and whole-time. The post is pensionable. A panel may be created for the purpose of filling this position, which will cease once the appointment is made. Appointment as an employee of the Child and Family Agency is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole-time equivalent of this post is: 01/08/2025: €51,718, €53,265, €54,843, €56,456, €58,078, €59,969, €61,866 (LSIs) Long Service Increments (LSIs) are represented by emboldened figures. • 1st LSI is paid after three years on the maximum • 2nd LSI after three years on LSI 1 • 3rd LSI after three years on LSI 2 (where applicable) The appointee will commence on the first point of the salary scale. Incremental credit may be granted for certain types of relevant experience (see Appendix 5). Entry is at the minimum point and is not subject to negotiation. Remuneration may be adjusted in line with Government pay policy. Different terms and conditions may apply if the appointee is a serving civil or public servant. Working Week The standard working week for this post is 35 hours. Annual Leave Annual leave entitlement is 30 days per annum. Superannuation This is a pensionable position. The successful candidate will become a member of the appropriate pension scheme, details of which will be provided in the contract of employment. Probation A probationary period of 39 weeks applies, or a proportion thereof for fixed-term or specified-purpose contracts. This may be extended by up to nine weeks at management discretion. Confirmation of permanent appointment is subject to successful completion of probation. Where a probationary period has already been completed with Tusla, the HSE, or a Local Authority, and there is no break in service, no further probation applies.
Deputy Store Manager
Company Description We believe that our employees are key to our success going from one store in 1979 to more than 3,000 stores worldwide today. That is why we strive to offer development and possibilities of growing within JYSK, and we also take pride in rewarding engagement and a great effort among our employees. Our three fundamental JYSK Values – Tradesman, Colleague and Corporate Spirit – express the behavior and attitude that we can expect from each other. We trust each other, and we believe in delegation and freedom with responsibility. For more information, please visit our career page . Job Description Are you ready to motivate and coach the store team next to the Store Manager? And make sure that your team has the best sales attitude and provides our customers with the best shopping experience? Then you might be the Deputy Store Manager we are looking for! WHAT WE OFFER YOU You get the chance to join a retail company that wants to be the candidate’s first choice when choosing an employer. We are dynamic and here your inputs get heard, you get involved and your development is crucial to us. Additionally, as JYSK ambassador, you get the following: Additional Information Do you want to reach your potential and grow with us as we embark on an exciting expansion journey? If so, please apply today and join our team. Full Time = 40 Hours
Business Manager
Purpose of the Role The purpose of this post is to effectively support the work of the Area Manager/Senior Manager in all matters pertaining to Child and Family Services within the Service Area. Reporting Relationship The post holder will report to the relevant Area Manager or designated manager. Duties and ResponsibilitiesMain Duties and Responsibilities • Manage the interface with the Area Manager’s Office and the various services within the area to facilitate good communication and understanding of respective roles. • Manage the interface between the Area Manager’s Office and the management team and provide a high level of administrative support as required. • Help establish and maintain links between Tusla and HSE colleagues to support service delivery. • Take special responsibility for meeting deadlines for internal and external communications, including HIQA. • Support the Area Manager in lead roles across the service area and nationally, including setting and delivering strategic objectives as required. • Promote and participate in the implementation of change management programmes. • Be responsible for the day-to-day management and oversight of administrative support staff within the area. • Be responsible for financial arrangements and regulations required to manage and oversee the Area’s commissioning processes, Service Level Agreements, and C&AG audits. • Support commissioners in compliance and governance, ensuring contracts and Service Level Agreements are in place, bi-annual metrics are completed, and Service Level Agreement review meetings are attended. • Manage capital and minor projects and oversee maintenance of premises in conjunction with Estates and service managers. • Manage Area Estates and ancillary functions. • Provide support regarding Estates, ICT, Procurement, and Capital Developments as required. • Coordinate and prepare for statutory inspections in conjunction with social work teams, in line with HIQA Child Protection and Welfare and Foster Care Standards. • Demonstrate the ability to work on one’s own initiative. • Coordinate all Parliamentary Questions (PQs) and public representative requests received within the region, provide regional oversight of responses, and liaise with the National Office as appropriate. • Work with the Area Quality, Risk and Service Improvement Manager to progress the quality and improvement agenda within the region. • Assist in the management and oversight of the Area’s compliance with Health and Safety legislation. • Create a positive working environment that maintains and enhances effective working relationships. • Undertake projects as delegated by the Area Manager. • Assist in the development, implementation, and monitoring of service plans. • Keep up to date with policy and legislative developments relevant to the post. Education and Training • Maintain standards of practice and professional knowledge through continuous professional development and attendance at relevant courses. • Engage in career and professional development planning. • Oversee the provision of a framework to promote staff development and training, making recommendations regarding ongoing education, mentoring, training, and in-service needs of the inspection and monitoring team. Human Resources • Ensure policies and procedures are documented and understood by staff within the assigned section. • Support the preparation and issuing of office documentation, including correspondence and reports, to the highest possible standard by monitoring and reviewing team output for quality and accuracy. • Promote a workplace culture that values diversity and respect. • Assist with leadership and motivation to support positive staff relations and effective work performance. • Where appropriate, establish and maintain records of attendance, statistical information, annual returns, and other requested information. • Work as part of a team and ensure all members are treated with dignity and respect. • Participate in the recruitment, retention, development, training, and ongoing assessment of staff. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice, and adhere to relevant legislation, regulations, and standards. • Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the service, including National Standards for Child Protection and Care, and comply with associated Tusla – Child and Family Agency protocols. • Support, promote, and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low-carbon, and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved. The post holder may be required to perform other duties as appropriate to the post and to contribute to the development of the post while in office. Eligibility CriteriaQualifications and/or Experience Applicants must, by the closing date of application, have the following: • At least two years’ administrative experience relevant to the role. And • At least three years’ management experience, including managing staff, budgets, and general administration. And • Sufficient administrative capacity to discharge the functions of the role. Health Candidates must be fully competent and capable of undertaking the duties of the office and be in a state of health that indicates a reasonable prospect of rendering regular and efficient service. Character Each candidate must be of good character. Skills, Competencies and/or KnowledgeTusla Leadership Competency Framework The Tusla Leadership Competency Framework outlines the behaviours required for effective performance across all levels of the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities, and other characteristics required for effectiveness, regardless of role or rank. The Tusla Leader Framework relevant to this role is Leading Others . Applicants should access the Leading Others link to familiarise themselves with the impact of this proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities, and criteria for this role. Other Requirements of the Role • Access to appropriate transport, as the post may involve travel. • Awareness of children and young people’s participatory practice. Application ProcessCampaign-Specific Selection ProcessShortlisting / Interview The online application system has a time-out facility to protect user privacy. This activates if the application remains dormant for over 60 minutes. Any unsaved work will be lost and cannot be recovered. Candidates are advised to draft their applications outside the system and copy and paste responses into the online application form once complete. Upon full submission, a confirmation email will issue to the applicant’s profile. If no confirmation email is received, the application has not been successfully submitted. AI-generated content must not be used in applications. Tusla reserves the right to assess whether content has been created by AI in part or in whole. Use of AI may result in disqualification from the recruitment process. Shortlisting may be conducted based on information provided in the application, aligned with the eligibility criteria and the skills, competencies, and knowledge requirements. Failure to address these requirements may result in exclusion from the next stage of the process. Candidates successful at shortlisting will be invited to interview. Tenure The current vacancies are permanent and whole-time. The posts are pensionable. A panel may be formed to fill permanent and specified-purpose vacancies on a full-time or part-time basis. The tenure of each post will be outlined at the expression of interest stage. Appointments are governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole-time equivalent of this post is: 01/08/2025: €60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 (LSIs) Long Service Increments (LSIs) are represented by emboldened figures: • 1st LSI after three years on the maximum • 2nd LSI after three years on LSI 1 • 3rd LSI after three years on LSI 2 (where applicable) The appointee will commence on the first point of the salary scale. Incremental credit may be awarded for certain types of relevant experience (see Appendix 5). Entry is at the minimum point of the scale and is not subject to negotiation. Remuneration may be adjusted in line with Government pay policy. Different terms and conditions may apply where the appointee is a serving civil or public servant. Working Week The standard working week is 35 hours. Annual Leave Annual leave entitlement is 30 days per annum. Superannuation This is a pensionable position. The successful candidate will become a member of the appropriate pension scheme, as outlined in the contract of employment. Probation A probationary period of 39 weeks applies, or a proportion thereof for fixed-term or specified-purpose contracts. This may be extended by up to nine weeks at management discretion. Confirmation of appointment is subject to successful completion of probation. Where a probationary period has already been completed with Tusla, the HSE, or a Local Authority and there is no break in service, no further probation will apply.
Housing Estate Liaison Officer
Galway City Council has an exciting opportunity for the role of Housing Estate Liaison Officer and is inviting applications from suitably qualified persons for the above competition. The successful candidate will form part of the Housing Services team in the Social Development Directorate and will report to the Director of Service or such officer or offices of Galway City Council that the Chief Executive or Director of Service may designate for this purpose. DUTIES AND RESPONSIBILITIES The holder of the post will perform duties, as may be assigned from time to time, involving the facilitation, implementation and promotion of the policies and objectives of Galway City Council’s Housing Department, with a focus on tenant support and engagement, estate management and anti-social behaviour. The role will involve direct liaison with tenants, social housing applicants, residents’ associations and community groups. The post holder will be expected to have a close working relationship with council staff across all sections and have the ability and experience to liaise and work effectively with other statutory and voluntary agencies. Duties shall include but are not limited to:- 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: (1) (a) Have obtained at least Grade D (or a pass), in Higher or Ordinary level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, AND (b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or, (2) Have obtained a comparable standard in an equivalent examination, or, (3) Hold a third level qualification of at least degree standard. 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 qualification in community development, social housing, estate management or other relevant discipline (not essential). · A good knowledge of relevant legislation, particularly that relating to the management of antisocial behaviour. · Be highly motivated. · Strong interpersonal, communication, organisational and negotiating skills, with the ability to develop effective working relationships with staff and local communities. · Ability to work on their own initiative and as part of a team, as required. · A satisfactory knowledge of the background to, and policies governing, the provision of social housing. · An awareness and understanding of issues relating to estate management. · Ability to work directly with a diverse range of agencies and bodies. Each candidate must include on the application form 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 form and at interview of competence under each of these headings. Management & Change · Effectively and efficiently manages resources in compliance with all governance protocols. · Demonstrates creativity and innovation to secure successful outcomes · Effectively manages the introduction of change; · Fosters a culture of innovation and creativity in employees and overcomes resistance to change. · Has a clear understanding of the political reality and context of the local authority. Performance Through People · Leads and motivates staff and provides clear direction to others inspiring high standards of performance. · Identifies, manages and deals with escalated issues of unacceptable or poor performance and conflict to reach beneficial solutions and positive outcomes in line with HR and procedure policies. · Leads by example in terms of commitment, flexibilityand a strong customer service ethos. Delivering Results · Demonstrates flexibility and an openness to change. · Challenges the status quo to see how systems, processes and practices may be improved. · Can work with multiple stakeholders to implement change · Implement change in an orderly and determined manner. · Recognises that people react differently to change and manages this accordingly · Understand the need for change and get this across persuasively to others. · Make a positive case for change and elicit commitment from others. Personal Effectiveness · 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. · Demonstrates appropriate and positive self confidence. · Remains calm under pressure and values the wellbeing of self and others by managing stress levels and work-life balance. · Is enthusiastic about the role and sets challenging goals to achieve high quality outcomes. · Manages time and workload effectively and can operate in an environment with significant complexity and pace. · Maintains a positive, constructive and enthusiastic attitude to their role. Candidates will also be assessed at interview on the basis of how they demonstrate their Knowledge, Experience and Skills Knowledge, Experience and Skills · Knowledge and understanding of the structure and functions of local government including service requirements. · Knowledge of current local government issues. · Understanding of the role of a Housing Estate Liaison Officer. · Understanding key challenges facing the local government sector and Galway City Council. · Knowledge and experience of operating ICT systems. 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 07-2025, Revised Local Authority Scales Operative from 1st August 2025) is as follows: (Analogous to pay scale of Staff Officer) Point 01/08/2025 1 €51,722 2 €53,266 3 €54,844 4 €56,454 5 €58,076 LSI 1 €59,967 LSI 2 €61,865 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. €51,722 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. Former Public Service Employees Eligibility to compete may be affected where applicants were formerly employed by the Irish Public Service and previously availed of an Irish Public Service Scheme including: · Incentivised Scheme for Early Retirement (ISER) · Department of Health and Children Circular (7/2010) · Collective Agreement: Redundancy Payments to Public Servants Applicants should ensure that they are not precluded from re-engagement in the Irish Public Service under the terms of such Schemes. This is a non-exhaustive list and any queries should be directed to the applicant’s former Irish Public Service Employer in the first instance. Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Offer of Appointment Galway City Council shall require persons to whom an appointment is offered to take up such appointment within a period of not more than one month from the date on which the offer is made. If they fail to take up the appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. All appointments are subject to receipt of satisfactory references and candidates may be required to produce documentary evidence of qualifications or experience claimed in their applications Applications must be made on the official application forms and all sections must be completed in full. When completing the application form accuracy is essential as it will be used as a computer input document. The information you supply in the application form will play a central part of the short listing process. Galway City Council’s decision to include you on the shortlist of candidates going forward to stage two of the process may be determined based on this information. Where, by reason of the number of persons seeking admission to the competition and the standard of knowledge, training or experience in general of such persons, Galway City Council consider that it would be reasonable not to admit all the persons to the competition, Galway City Council may admit to the competition only persons who appear likely to them to attain in the competition a standard sufficient for selection and recommendation for appointment. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that Galway City Council are satisfied that such person fulfils the requirements of the Regulations or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important therefore, for you to note the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet these essential entry requirements but nevertheless attend for interview you will be putting yourself to unnecessary expense, as Galway City Council will not be responsible for refunding any expenses incurred.
M.A.M.F. Apprentice
Larry Byrne Engineering Ltd are currently looking for one candidate to enrol in our apprenticeship program. This is a full time position and is based in New Ross Co Wexford. ABOUT THE COMPANY Larry Byrne Engineering Ltd is a leading engineering company who specialise in the design and manufacturing and repairs of livestock bodies, drag trailers and all commercial bodies. We are a small company with ten staff, working together. APPRENTICESHIP PROGRAM Larry Byrne Engineering Ltd we offer a wide range of training programmes, working on different machinery, vehicles and plants. The apprenticeship consists of four on the job phases with Larry Byrne Engineering Ltd and three off-the job training phases in accordance with Solas scheduling system. WHAT IS A MECHANICAL AUTOMATION & MAINTENANCE FITTER The work of the M.A.M.F involes machinery installation, machinery assembly, maintenance and repairs, replacement of broken or worn parts, adjustment and servicing. The work also involves fabrication, using machine tools, ie: Lathe, Milling Machine, Grinders etc.. All M.A.M.F apprentices will be trained in the following, working with a variety of specialised tools- Lathe, Milling machine, Grinders, working with drilling and milling machines and welding plants, working on complex hydraulic systems, interpreting technical drawings, assembling new machinery, dismantling, repair/make & fitting of new parts, machine wiring, electrical machine components installation and report writing of completed work. PAY We pay all our apprentices the recommended wage set by the ETB. Review it after 3 months (A well adjusted candidate will be offered above the recommended wage,) A training allowance is paid by the local ETB while the apprentice is attending the off-the job training. REQUIREMENT Junior Certificate must be completed Must be 16 years old or older Good communciation skills Ability to work as part of a team, to enrol in our apprenticeship programme. This is a full time position and is based in New Ross Co. Wexford
