Clerical Officer jobs
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Applications are invited for the following post PAYROLL OFFICER (Admin Grade V) Ref: 95554 Permanent Full-Time (35 hours per week) Cork Services, Administrative Centre, Lota, Glanmire, Cork What we offer Salary Scale: Clerical Grade V - €52,235 - €62,485 incl. 2 LSI’s per annum (1/2/26 Consolidated Scales) *Successful candidates are required to submit all documentary evidence outlining any relevant experience within 3 months of your starting date. Failure to produce this will mean that you will receive any incremental credit (if applicable) from the date of submission of documents. Reporting to: Office Manager Informal enquiries to: Triona Carroll, Acting Head of Finance, Tel: +353 21 4556200 e-mail: triona.carroll@corlann.ie or Pat Keaveney, Head of Finance, Tel: +353 87 44705825; pat.keaveney@corlann.ie The closing date for receipt of all applications is: Sunday 12th April 2026 Interviews scheduled for Monday / Tuesday 20th/21st April 2026 Shortlisting of candidates is on the basis of the information contained in their application form & CV *A panel may be formed for Permanent/ Temporary Full Time and Part Time vacancies in the Finance Department for a period of 1 year. Applications should be made online using the ‘Apply’ Link Below Corlann South is an equal opportunities employer INDS
Executive Parks & Landscape Officer
QUALIFICATIONS 1. Character: Candidates shall be of good character. 2. Health: Candidates must be in a state of health that indicates a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying the requirement as to health, each successful candidate must, before appointment, undergo at their expense a medical examination by a qualified medical practitioner nominated by the Local Authority. On taking up employment, the expense of the medical examination will be refunded to the candidate. 3. Education and Experience: Each candidate must, on the latest date for receipt of completed application forms: (a) Education: Candidates shall hold a qualification in Horticulture, Landscape Architecture, Arboriculture, Natural or Environmental Science (Level 8 or higher on the National Framework of Qualifications). (b) Experience:
Access Officer
BACKGROUND Dublin is an international capital city and is the economic engine of the region and the State. Dublin City Council has a unique and critical role in local government: it is the largest local authority in Ireland, with 63 Elected Members representing and serving 588,000 people in the city area. It plays a pivotal role in the provision of services to the almost 1.5 million people in the Dublin Region, and in ensuring that the city can welcome and support a large number of visitors daily for employment, business, recreation, and tourism. Dublin City Council takes the lead role in shaping the strategic vision of Dublin as a dynamic and sustainable city and seeks to continually enhance the city’s attractiveness as a place in which to invest, to work, to live, and to visit. With an annual expenditure of almost €1.8 billion (revenue and capital) and a workforce of 6,200 (FTEs), the City Council provides a diverse, multi-layered, and evolving range of services and infrastructure to both citizens and visitors to Dublin that sustain the life of the city. These services include the provision of housing, planning, development, economic, environmental, roads and traffic, fire and emergency, leisure, cultural, and community services. Many of these services, including traffic, drainage, and fire and emergency services, are provided on a regional basis for the Greater Dublin Area. The continuing development and renewal of the city’s infrastructure, urban fabric, and facilities, in conjunction with other public authorities, is a key feature of the Council’s role and an essential support to the national economy. The Council has a critical role in supporting the economic growth and development of the city, its cultural and recreational life, and makes a major investment in social inclusion and community development through a wide range of housing, community, and area-based services. The Council is increasingly exploring new and innovative ways to tackle city challenges, particularly as they relate to climate and sustainability, and to deliver services while meeting citizens’ changing expectations, achieving efficiencies, and continuing to meet the demand for increased accountability. THE JOB The Access Officer is a key strategic role within Dublin City Council, responsible for advancing accessibility, inclusion, and equality across all Council services and public-facing activities. This position underpins the Council’s commitment to creating a city that works for everyone, including disabled people, neurodiverse individuals, older persons, and others who experience access barriers. The Access Officer will work across departments and with external stakeholders to embed accessibility into policy, service design, infrastructure, digital platforms, and public engagement. The role is central to Dublin’s ambition to lead the way in building an inclusive and accessible urban environment, promoting accessible public events, and equitable housing provision. The role supports the implementation of relevant legislation, particularly the Disability Act 2005, the Equal Status Acts 2000 to 2015, and the Public Sector Duty under the Irish Human Rights and Equality Commission Act 2014. It also aligns with Ireland’s commitments under the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and the National Human Rights Strategy for Disabled People 2025–2030. THE IDEAL CANDIDATE The ideal candidate for the role of Access Officer will be a strategic, empathetic, and solutions-focused professional with a strong understanding of accessibility and inclusion in the public sector. They will demonstrate: • A clear understanding of the diverse needs of people who experience access barriers, including disabled people, neurodiverse individuals, older persons, and others. • A strong working knowledge of relevant legislation, particularly the Disability Act 2005, the Equal Status Acts 2000 to 2015, and the Public Sector Duty under the Irish Human Rights and Equality Commission Act 2014. • Familiarity with international frameworks such as the UN Convention on the Rights of Persons with Disabilities (UNCRPD) and the EU Disability Strategy 2021–2030, and the ability to apply these in a local government context. • Familiarity with the National Human Rights Strategy for Disabled People 2025–2030, and an understanding of its relevance to local authority service delivery and planning. • Experience working with Disabled Persons Organisations (DPOs) or other advocacy groups, ensuring that lived experience informs policy, service design, and accessibility improvements. • A good understanding of the structure, functions, and responsibilities of local government in Ireland, and experience working within or alongside public sector organisations. • Excellent communication and interpersonal skills, with the ability to engage effectively across departments and with external stakeholders. • Proven ability to deliver training, conduct access audits, and contribute to policy development and service improvement. • A commitment to universal design, equality, and human rights. • Strategic thinking and problem-solving skills, with the ability to translate legislation and policy into practical outcomes. • A collaborative mindset and the ability to work constructively with others to achieve shared goals. QUALIFICATIONS Character: Each candidate shall be of good character. Health: Candidates shall be in a state of health that indicates a reasonable prospect of ability to render regular and efficient service. Education, Training, Experience, etc.: Each candidate must, on the latest date for receipt of completed applications: (a) (i) Have obtained at least a Grade D (or Pass), in Higher or Ordinary Level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme, including Irish and/or English, and one of the following: Mathematics, Accounting, Business Organisation, or Economics, and (ii) Have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation, or Economics), or (b) Have obtained a comparable standard in an equivalent examination, or (c) Hold a third-level qualification of at least degree standard, and (d) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation, and control of staff. Desirable: A postgraduate qualification in a relevant discipline is desirable. Areas of study may include Disability Studies, Equality and Human Rights, Inclusive or Universal Design, Architecture or Engineering with an accessibility focus, Public or Social Policy, Community Development, or Health and Social Care with relevance to disability services. Such qualifications should reflect a strong academic foundation in the principles of accessibility, inclusion, and the legal and policy frameworks that support the rights of disabled people. Candidates are required to upload documentation for the qualification with their online application. Non-Irish qualifications must be accompanied by a determination/comparability statement from Quality and Qualifications Ireland (QQI) and a translation if necessary. Candidates who do not submit required documentation by closing date will be deemed to have an incomplete application. DUTIES The duties of the post include, but are not limited to: • Provide Accessibility Support: Provide, arrange, and coordinate assistance and guidance to persons with disabilities in accessing Dublin City Council services, facilities, and information. • Ensure Legislative Compliance: Support compliance with statutory obligations under disability and equality legislation, including the Disability Act 2005 and Equal Status Acts. • Maintain Accessibility Policies: Regularly review and update internal accessibility policies and procedures to reflect legislative changes, best practice, and evolving service needs. • Custodian of Knowledge Base: Maintain the knowledge base ensuring information is accurate, accessible, and updated. • Promote Organisational Awareness: Promote awareness of accessibility and inclusion across all departments and staff levels. • Communicate Progress and Impact: Ensure the Council’s progress in addressing the access and service needs of disabled people is communicated internally, within the community, and more broadly. • Support Disability Equality Training: Assist in the development and delivery of training for staff. • Conduct Access Audits: Carry out or arrange access audits of Council buildings, services, and events, advising on improvements in line with best practice and legal requirements. • Contribute to Strategic Programmes: Support programmes that advance accessibility and inclusion, including the National Human Rights Strategy for Disabled People 2025–2030 and the DPO Consultation Framework. • Coordinate with DPOs: Sustain engagement with Disabled Persons’ Organisations (DPOs) and advocacy groups, ensuring inclusive and representative consultation. • Support Accessibility Champions: Identify and support staff to act as accessibility champions, embedding inclusive practices throughout the organisation. • Promote Accessibility Leadership: Encourage accessibility leadership by supporting internal networks, mentoring champions, and contributing to a culture of inclusion. • Other Duties: Undertake other duties appropriate to the role as assigned. Duties may vary over time, reporting to the Chief Executive or designated Officer. SELECTION PROCESS • The post will be filled through a public competition conducted by or on behalf of Dublin City Council. • Eligibility and shortlisting will be based on information supplied in the application form and assessment questions. • A panel may be formed from which appointments will be made. Panel life is one year. • Appointees may be required to take up the position within one month unless extended by the Council. • Successful candidates may undergo pre-employment medical and reference checks. Shortlisting: Candidates may be shortlisted based on their application forms and responses to assessment questions, reflecting skills and experience essential for the role. Interview: Competency-based interviews will assess: • Management and Change • Delivering Results • Performance through People • Personal Effectiveness • Local Authority Knowledge & Experience SALARY €60,611; €62,095; €63,826; €65,563; €67,300; €68,852; €70,442; €71,982; €73,518 (Maximum); €76,149 (1st LSI after 3 years satisfactory service on Maximum); €78,795 (2nd LSI after 3 years satisfactory service on 1st LSI). Entry point determined by Departmental Circulars. Rate may be adjusted in line with Government policy. Working hours are 35 hours per week. PARTICULARS OF POSITION (a) Permanent, whole-time, and pensionable. (b) Dublin City Council reserves the right to assign an employee to any Department. (c) One year’s probation applies. CITIZENSHIP Candidates must be, by the date of application: a) An EEA citizen (EU Member States, Iceland, Liechtenstein, Norway), or b) A UK citizen, or c) A Swiss citizen pursuant to the EU-Switzerland agreement, or d) A non-EEA citizen who is a spouse or child of an EEA, UK, or Swiss citizen with a Stamp 4 visa, or e) A person granted international protection under the International Protection Act 2015, or family member entitled to remain, with a Stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is an EEA, UK, or Swiss citizen and has a Stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds and reserves discretion to vary requirements subject to business needs.
Naval Service: Direct Entry - Electrical Engineering Officer
Description The Naval Service is the State's principal seagoing agency with a general responsibility to meet contingent and actual maritime defence requirements. We are now recruiting qualified Electrical Engineers to join as Direct Entry Electrical Engineering Officers. This is a leadership and technical role at the heart of Naval operations, with responsibility for managing critical onboard systems and supporting mission success at sea and ashore. About the Role: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Re-Commissioning Officers
Description We invite former Officers of the Defence Forces to explore re-joining as a Commissioned Officer. Your leadership, strategic experience and professional standards are highly valued and we are keen to welcome back qualified leaders who can contribute to robust, mission-focused operations and play a vital role in protecting the State. As a Commissioned Officer, you will take on challenging responsibilities, develop exceptional leadership skills and contribute to national and global security with pride and purpose. What to expect for former Officer Applicants: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Digital Programme Youth Officer
The Youth Officer will be employed by Foróige and will be given a one year fixed term contract of employment. It must be understood, however, that if the position becomes redundant at any time during the contract period, or if funding for the post is discontinued or a post holder fails to perform satisfactorily, employment may be terminated. Key Responsibilities: The duties of the Youth Officer shall be notified by the Board of Foróige and or their nominee. The function is achieved through fulfilling the main duties outlined below: ● Working in conjunction with the Senior Youth Officer to develop innovative programmes and interventions to enable project participants to develop digital skills that serve as a conduit for cultural exchange, social understanding and employment opportunities. ● Designing a digital youth work programme that responds to the needs and interests of the young people, incorporating an intergenerational element in line with the delivery targets of the PEACEPLUS Programme. ● Engaging, building and maintaining strong, positive relationships with the target audience. ● Establish and incorporate technology and digital media programmes in line with the delivery targets of the PEACEPLUS Programme. ● Engaging young people in a process of learning and development. ● Designing, implementing and evaluating creative, culturally appropriate and responsive outcomes focused plans and interventions for project participants. ● Ensuring compliance with Foróige policies, procedures and guidelines. ● Building and maintaining relationships with local stakeholders, particularly other services engaged with young people in the catchment area. ● Administration, systems, budget and resource management. ● Working collaboratively as part of the wider Foróige team. ● Any such other relevant duties as the Board of Foróige and or the Chief Executive or the nominee of the Chief Executive shall deem necessary for the effective implementation of Foróige policies and procedures and the PEACEPLUS Programme. Professional Qualification and Experience (D: Desirable; E: Essential): ● Education to degree standard, preferably in the area of youth, justice, social or community work (essential). Candidates with exceptional relevant work experience may also be considered in lieu of degree qualifications. ● Relevant paid or voluntary experience of working with young people (essential). ● Knowledge and experience of Foróige digital programmes (desirable). ● Knowledge and experience of digital youth work (desirable). ● Paid or voluntary experience working with young people (desirable). ● An understanding of youth work and community work methodologies (desirable). ● Access to a car and a full driving licence (essential). Person Specification (Essential): ● Ability to build and maintain effective relationships with young people. ● Ability to be proactive, use own initiative and work effectively within a pressurised environment. ● Positive and flexible approach to working as part of a team. ● Excellent verbal and written communication skills. ● Ability to follow organisational guidelines and processes. ● Knowledge and experience of systems, processing and administration. ● Flexibility in relation to hours of work to meet the needs of the work. Benefits to Support You: Salary: Foróige Youth Officer salary scale: €38,558, €40,163, €41,769, €43,376, €44,982, €46,592, €48,201, €50,601, €53,001. The highest starting point for this role will be point 1. Annual Leave: 29 days annual leave plus Good Friday. Employee Assistance Programme: 24 hour, 7 day employee assistance. Pension: Contributory pension benefits. Bike to Work Scheme. Commuter Travel Tax Saver Ticket. Training and Development: Structured onboarding together with a 9 day Foróige induction programme and ongoing continuing professional development. Study Leave: Up to 5 days paid study leave per year of course. Organisation Culture: Support and supervision policy and practices that support your professional development. Progression Opportunities. Career Break: Up to 2 years career break after 3 years service. Unpaid Leave: Up to 6 months unpaid leave after 1 year service. Flexible Work: Flexible work practices that support work life balance. Maternity and Paternity Benefit: Top up maternity and paternity benefit pay. Other Information: Garda vetting: Candidates under consideration for employment in Foróige will be subject to Garda vetting. Hours of work: This is a full time role and you will be expected to work a minimum of 35 hours per week. The position will require flexibility in relation to working hours. It is expected that you will work some late evenings or nights per week (for full time this will be up to 3 late evenings) and occasional weekend work will be required. Travel: This post will involve domestic travel within Ireland and occasional meetings. Travel and expenses will be paid in accordance with appropriate Foróige rates.
Human Resources Workforce Management Systems Officer
Working Relationships: The stand alone post holder will liaise with multidisciplinary hospital staff including the Chief Executive Officer, Senior Hospital Management Team, medical, nursing, health and social care professionals, heads of departments, line managers, supervisors, clerical and administration staff, other patient and client care staff and support staff, Information Technology and Management Services Department, other hospitals, internal and external union representatives, Health Service Executive, Softworks, National Integrated Staff Records and Pay Programme and other system vendors if required. Qualifications and Experience: A candidate must on the latest date for receipt of applications for the post: (i) Meet the Department of Health and Children’s educational criteria set down for Grade VI posts: (a) Obtained a pass (Grade D) in at least five subjects including Mathematics and English or Irish (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Leaving Certificate Examination; and Have obtained at least Grade C on higher level papers in three subjects in that examination (or two subjects if Irish or Mathematics or both Irish and Mathematics are included); or (b) Have obtained a comparable standard in an equivalent examination; or (c) Hold a comparable and relevant third level qualification of at least Level 6 on the National Qualifications Framework maintained by Qualifications and Quality Ireland. Candidates must also demonstrate: (ii) Significant experience in a busy, multifaceted administrative role, ideally in a senior role, indicating the candidate’s ability to efficiently discharge the functions of the post. (iii) The necessary Human Resources knowledge and skill base to support the daily delivery of a rostering, Human Resource Information System and time and attendance system. (iv) Excellent information technology skills including, but not limited to, in depth working knowledge of Microsoft Office, database management and or information management systems, end user access and support, and online meeting platforms including but not limited to Zoom and Microsoft Teams. (v) Excellent organisational, interpersonal, communication, negotiation and influencing skills. Ability to work under pressure is crucial. (vi) The ability to proactively engage with colleagues at all levels, both within the organisation and externally, and build strong professional networks. The ability to lead, coach staff and be able to work on own initiative as well as part of a team. (vii) Excellent numerical and analytical skills. The ability to analyse information and implement solutions. (viii) Experience of being solution focused. (ix) An understanding of the link between Human Resources and finance systems and departments. (x) The ability to manage projects, meet deadlines and handle multiple tasks. (xi) Experience and or knowledge of training and development function and design and delivery of training programmes. (xii) Experience and or knowledge of change management in an evolving environment. (xiii) Knowledge and or experience of Human Resources developments and processes in the wider health service. (xiv) Experience and or knowledge of developing organisational policies, procedures, protocols and guidelines and standard operating procedures. (xv) Flexibility and adaptability, with the ability to positively contribute to the implementation of change. (xvi) The ability to actively contribute to the broader Human Resources function, support departmental standards and enhance overall Human Resources service delivery. Desirable: (i) Have good working knowledge and or experience with configuration and maintenance of workforce management, time and attendance or Human Resources Information Systems. (ii) Have satisfactory relevant experience in a healthcare environment or public sector environment. (iii) Be a registered member with the Chartered Institute of Personnel and Development. (iv) Experience of managing staff. (v) Experience with intranet content management. If being processed for appointment, original documentation will be sought for: (i) All qualification requirements for the post. (ii) Any additional qualifications that you may be awarded marks for at interview. In the event that a number of years’ experience is required for a post, you will be requested to: (i) Provide documentary evidence that you possess same. Character: A candidate for and any person holding the office must be of good character. Health: A candidate for and any person holding the post must be fully competent and capable of undertaking the duties attached to the post and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying the requirements as to health, the successful candidate, before being appointed, shall undergo a pre placement health assessment. This assessment will be provided by the hospital. Purpose of the Post: The Human Resources Workforce Management Systems Officer will play a key role in the ongoing development of Human Resources systems within the hospital and integration of future Human Resources and finance systems. The person appointed will be responsible for the implementation, configuration, administration, functionality, end user support, reporting and ensuring data accuracy for payroll integration of the Softworks Human Resources Information System, time and attendance, rostering and absence management and associated systems. Main Duties and Responsibilities: Project, Change Management and Digital Systems Implementation: The person appointed will be a core member of the Softworks project, responsible for Rezoomo linkage and National Integrated Staff Records and Pay Programme rollout within a multi site hospital, supporting delivery aligned to organisational priorities and national workforce frameworks. • Contribute to project initiation through requirements definition, stakeholder engagement and early risk identification focused on data integrity, service continuity and payroll accuracy. • Support end to end delivery including system configuration, user authorisation testing and phased go live, ensuring adherence to agreed plans, milestones and governance controls. • Configuration and testing of rosters, leave, pay and overtime rules across multiple staff groups, ensuring compliance with national terms and conditions. • Coordinate cross functional stakeholders, managing risks, issues and dependencies throughout delivery stages. • Support project closure through controlled handover, post implementation review, benefits realisation and transition to business as usual operations. • Engage with relevant trade unions on key progression points and developments of the Softworks and future systems implementation. Process Improvement and Organisational Change: • Collaborate across departments to leverage Human Resources Information Systems for compliance tracking. • Collaborate with the payroll and superannuation department to keep the most up to date employee records regarding contracts, sick leave and statutory leaves, as well as work on strategies to align Human Resources and finance goals and objectives, including the implementation of National Integrated Staff Records and Pay Programme. • Liaise with the Human Resources recruitment team to keep up to date with developments in recruitment to ensure staff records on Human Resources Information Systems are up to date. Oversee the integration of Rezoomo with Softworks. • Collaborate with the Human Resources Manager and key stakeholders during times of organisational change to ensure sufficient employee information is received for reconfiguration of services and transferring staff. System Development: Responsible for the ongoing development, configuration, administration, functionality and end user support of the Softworks Human Resources Information System, time and attendance, rostering and absence management system. • Work closely with Softworks senior project managers, account manager, head of success, head developer and customer support help desk to continuously improve the end user experience. • Work with Human Resources, finance, National Integrated Staff Records and Pay Programme and Rezoomo to develop required application programming interfaces between Human Resources and finance systems. • Successfully negotiate with system providers for tailored improvements to develop customisations that best meet the needs of the organisation. • Ensure systems are updated to reflect ongoing changes in line with current legislation and Health Service Executive circulars. • Manage internal negotiations with managers and staff to support rollout timelines and responsibilities. System Support: Provide support to all staff in the use of the employee self service module or application, and provide support to hospital management in the use of Softworks Human Resources Information System, time and attendance, rostering and absence management. • Ensure that an excellent quality level of customer care is provided to enhance the end user experience. • Ensure that all staff members’ identification cards are activated for time and attendance purposes. ▪ Hold weekly staff identification activation sessions. ▪ Communicate to all hospital email users the time and location of staff identification activation sessions. • Ensure that all new staff members are uploaded to the system, issued with usernames, temporary passwords and employee self service manuals at the earliest possible point from time of commencement. • Provision and de provision user accounts, manage licence assignments and provide technical support for users at all levels. • Link with Softworks and hospital Information Technology and Management Services Department regarding updates, upgrades and outages to the systems which could affect usage. Training and Development: Responsible for the ongoing development and delivery of training programmes and material, educating and supporting all end users. • Deliver in person training to hospital staff on site and across campuses when required. • Email updates to training material to all staff members. • Develop an interactive and up to date intranet page for staff to access current information on systems, training sessions and materials. • Book venues, create training events and inform all staff members of upcoming training dates and access links. Human Resources Data Analytics and Reporting: • Ensure all relevant employee records are uploaded and validated prior to system rollout. • Continuously update staff records regarding contracts, recruitment, working hours and locations. • Audit systems to ensure the highest level of data integrity. • Generate, analyse and distribute standard and customised reports. Human Resources Policy Development and Compliance: • Develop organisational policies, procedures, protocols and guidelines to ensure system compliance and usage expectations. • Ensure that standard operating procedures are in place, up to date and implemented. • Implement nationally agreed codes of practice, guidelines, policies and procedures. • Support managers in the interpretation and implementation of Human Resources policies and legislation. Human Resources Team Participation: • Participate as an active member of the Human Resources team. • Work professionally at all times. • Participate in audits and reviews. • Attend training as directed. • Work cooperatively across departments. • Maintain familiarity with all relevant hospital policies. • Foster a collegiate environment. • Be actively involved in the ongoing development of the Human Resources function. • Comply with health and safety legislation and report incidents appropriately. • Undertake any other duties appropriate to the post as assigned. Note: The rate and pace of change in the health service requires the post holder to update knowledge and skills to meet evolving requirements. This job description outlines current responsibilities and may be reviewed and updated as required. Particulars of the Post: Remuneration: Salary scale: €57,898 to €70,734 per annum. Salary payment frequency may be monthly, as applicable. Incremental credit may be granted in respect of recognised experience. The post is permanent, full time and pensionable. Annual Leave: 30 days per annum, pro rata, in accordance with the Organisation of Working Time Act 1997 and hospital policy. Working Hours: 35 hours per week. Flexibility is required. Hours may vary between 8 am and 8 pm over seven days. Superannuation: This is a pensionable position with the Health Service Executive. Pension scheme membership will be notified within the contract of employment. Age: The Public Service Superannuation (Age of Retirement) Act 2018 set 70 years as the compulsory retirement age for public servants.
Research Programme Officer
The purpose of the role: The purpose of this role is to provide research development support to staff and researchers based in Trinity’s Social Science schools within the Faculty of Arts, Humanities and Social Sciences (FAHSS) and those affiliated to the Trinity Research in Social Sciences (TRISS) entity. The post holder will provide dedicated research supports for researchers and staff applying for competitive funding opportunities, particularly those within Horizon Europe but also including national funders. While this post holder will work primarily with researchers in social science schools and TRISS, funding opportunities may require that they frequently work together and as part of a wider team of research development professionals based across Trinity to optimise supports. These include a team of thirteen funding specialists in the Trinity College Dublin Research Development Office (RDO), a number of locally based Research Project Officers (RPOs) and Research Ireland Centre funding managers. In particular, the post holder will be expected to collaborate with the other RPO based in the Faculty at the Trinity Long Room Hub (Institute of Arts and Humanities Research), especially in the provision of direct supports to staff based in the School of Education and Law and to jointly organise events and training. In delivering supports it is expected that the applicant will centralise the researcher experience, prioritise excellence in the delivery of services, be informed by evidence based best practice and value a culture of collaboration and mutual respect. Main Responsibilities: This is a list of the tasks, duties and responsibilities for the role. • Assist in ensuring participation by the Faculty’s schools in research grant funding initiatives and, in particular, European Union research programme grants, in line with Trinity’s Strategic Plan (2025 to 2030). • Identify and promote internally European Union, Irish Government and other funding calls (including, but not limited to, international sponsors such as the Wellcome Trust) complementary to the arts and humanities units’ strategic research objectives. • Identify opportunities for researchers to coordinate projects and help establish the best partners for consortia. • Maximise the linkage of researchers to networks (for example COST) to help establish partnerships for proposals. • Provide local advice on budgets and proposal structure and liaise with colleagues in the Research Development Office to ensure both consistency of advice and that College procedures are followed. • Oversee and contribute to the writing of the non scientific elements of applications being submitted from the unit, maintain unit based information on facilities that could be made available and maintain a knowledge base of national and European Union policies relevant to proposal areas from their unit. • Ensure input into the development of work programmes for sponsors (where relevant) to ensure that opportunities for participation by their unit are maximised. • Organise unit specific information sessions (with participation from the Research Development Office where relevant) and represent their unit and the College at external networking events. • Manage relations with Ireland’s national contact points for all European Union activity, in particular the national contact point for European Research Council (social science and humanities) and Cluster 2, and appropriate Irish agencies in relation to projects that the unit wishes to see established. • Liaise with relevant College service providers, understand the College’s policies and requirements for involvement in research funding schemes and ensure such procedures as detailed by the College are adhered to. • Provide support to researchers from a unit from research application up to and including contract signature. • Aid in the development and writing of research grant related publicity material for the unit including press releases, website materials, newsletters, outreach materials and annual reports. • Be a member of Faculty, School or Trinity Research Institute research committees as appropriate. • Provide feedback information to the Research Development Office about sponsor related issues identified by their unit so that, where necessary, the College can form a common position and lobby the sponsor for change. • Assist in some post award activities relating to grants awarded for projects to be housed in the Faculty. These may include liaising with the Project Mobilisation Officer, Trinity College Dublin contracts office, Trinity College Dublin financial services division and assisting with the grant negotiation process with the relevant funder on behalf of the institute. • Carry out any other research development related duties as outlined by the unit’s leadership. Person Requirements: The role holder will require the following knowledge, skills and attributes for successful performance in the role. Qualifications: • A university degree (or considerable experience in an academic environment) and, preferably, a postgraduate degree, ideally in a discipline in the social sciences. Knowledge: • A demonstrated knowledge of how to add value to the research grant writing preparation process – essential. • A good understanding of the research funding environment in Ireland, Europe and further afield – essential. • Experience with and understanding of the social science process would be an advantage. Experience: • At least three years’ relevant experience in work related to European Union research programmes and or other research programmes, especially those related to the social science disciplines, ideally with a demonstrated track record of success in grant preparation in these fields – essential. • Proven experience in research administration, ideally as an administrator in a research group or team or as a researcher carrying out their own administration – essential. Specific experience of research administration in relation to Horizon 2020 and Horizon Europe would be advantageous. • Proven experience in developing and managing budgets – essential. Skills: • Excellent written and verbal communication skills in English are essential and an ability to communicate with a high level of initiative, tact, accuracy and confidentiality. Writing skills are of the highest priority for this post as the successful candidate will be expected to contribute to research proposal development across a variety of disciplines. • The ability to interface effectively with staff both within the unit and across the College. • Extensive information technology skills, for example Microsoft Office suite (in particular Word and Excel). Ability to continuously upgrade information technology competence is a requisite. Experience of web technology (for example SharePoint), Zoom webinars and social media (LinkedIn, Bluesky). • Financial and budget skills – ability to demonstrate a proven ability in developing and maintaining detailed budgets and providing summary reports of expenditure. • Excellent interpersonal, communication and presentation skills, both written and verbal. • Excellent analytical skills – ability to identify a problem or risk and propose solutions to multi faceted problems. Personal attributes: • Discretion and professional approach to all activities. • Pays close attention to quality standards. • Ability to manage competing priorities and maintain a high level of professionalism when working under pressure. • Resourceful, conscientious and self motivated individual with a can do attitude and the ability to see tasks through to completion. • Committed to achieving results, putting in additional effort as required. • Flexible approach to working hours as the demands of the post may require work outside normal office working hours from time to time.
Office Administrator
Overview KEO is a creative enterprise, where innovation is a way of life. We are uniquely resourced with end-to-end services to take clients from inspiration – through conceptualization – to realization of planning, design or project delivery in the built and natural environments. For over 60 years, we’ve led with vision, contributing to many of the world’s most ambitious projects, iconic places, remarkable experiences, and prosperous communities. As a highly integrated and agile AEP/PMCM firm, KEO is recognized by ENR as one of the Top 225 International Design Firms and one of the Top 20 International PM/CM Firms. We are also ranked by World Architecture as the 51st largest global architecture firm and the #1 Firm in the Middle East Region in their 2024 WA100 Survey. We invite you to join us. Why? When you join KEO, you’ll discover more than just a job – you’ll find a supportive environment that fosters your professional development through internal global mobility and career development and does so within a culture that supports company-wide health and well-being through on-demand counselling services and regular workplace clinics. You will be invited to celebrate community events such as sports days, fun runs, in-house sports teams and beach clean ups. In addition to your competitive package and benefits, you will have access to a suite of policies that include hybrid working arrangements, individual athletic sponsorship, study assistance sponsorship, employee referral rewards. Responsibilities Our newest opportunity is for a talented part-time Office Administratorto join our award-winning team based in our office in Dublin, Ireland. We are seeking a highly motivated Office Administrator who will provide general administrative support to the Director and the team. The role offers the opportunity to explore a broader range of responsibilities as we expand our growing practice. We envisage success in this role to include:
Sláintecare Local Development Officer
THE ROLE The Sláintecare Local Development Officer positions are assigned functional responsibility for the management of their respective Sláintecare Healthy Communities Area. The Sláintecare Local Development Officer is the primary point of contact and liaison with other sections in relation to all operational matters for the Sláintecare Healthy Communities Programme for which they are responsible and other assigned duties/functions, depending on the organisational arrangements in place. 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 Executive Manager as appropriate. The Sláintecare Local Development Officer 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. The post holder 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 Area Committee Meetings, Strategic Policy Committee meetings and may be asked to report on progress in their respective section or department. The position requires professionals with the ability to co-ordinate, influence, and lead cross sectoral and community initiatives that: • Address health inequalities • Promote prevention and wellbeing • Build resilient, inclusive communities within Dublin City Council The role will support the delivery of: • The emerging outcomes framework for Healthy Ireland in 2026 • The WHO European Healthy Cities Network (Phase VIII) objectives at local and regional levels The role prioritises actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on: • Empowering communities and fostering inclusive participation • Research, innovation, and evidence-informed decision-making • Intersectoral collaboration across public, private, and community stakeholders • Data management, monitoring, and reporting on programme outcomes THE IDEAL CANDIDATE SHALL HAVE • Knowledge and understanding of Sláintecare Reform, Healthy Ireland Outcomes Framework • Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders • An understanding and/or experience of local government structures and political environment • Facilitation and group-work skills • An understanding of those who experience health inequalities • Experience of report writing, strategic planning and funding application processes • Effective communication skills • Excellent IT & administration skills, including MS Word, Excel & PowerPoint • Good character with a friendly, open and outgoing disposition is essential • The ability to stay focused and resilient under pressure • The capacity to interact effectively with local elected members and people from a broad range of sectors including local development/community organisations • The enthusiasm for meeting and working with a variety of people and groups on an ongoing basis • Experience in managing budgets and finances and experience with processing payments • An understanding and/or experience in gathering qualitative and quantitative data, analysis, research and evaluation to policy and practice • An appreciation of use of social media and varied communication platforms • An understanding of multi-level governance and/or experience of working across local, regional, national and European contexts 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. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed application forms: (a) Hold a third-level degree (NFQ Level 8 or higher) in a relevant field such as community/sports development, youth work, social sciences, public health, social policy, public administration, planning, or related discipline. A minimum of 2 years’ relevant experience in any of the following: • Local government, public sector, or similar roles involving strategic planning, project coordination, or community engagement • Work with disadvantaged communities or target populations to address social exclusion or inequality • Cross-sectoral co-ordination or partnership development • Policy development, research, or evaluation related to the determinants of health • Operating effectively within political, community and policy-making environments, demonstrating ability to work across boundaries of role, sector and geography • Project management, budgeting and performance-monitoring experience DUTIES The duties of the post include, but are not limited to, the following: • Work intensively with identified disadvantaged areas and marginalised groups to co-design health and wellbeing interventions that reflect local priorities • Apply principles of empowerment, participation, social justice, and equality in all aspects of planning and delivery • Collaborate with local Sláintecare Healthy Communities Programme services (e.g., HSE, family support, education providers) to ensure integrated and improved delivery of health and wellbeing initiatives, promotion and support programmes • Use and gather relevant local datasets to target communities experiencing the greatest health inequities and build an evidence base for resource allocation or interventions • Develop a 5-year Sláintecare Healthy Communities Work Programme based on local needs and priorities, established through innovative and participatory community engagement and needs assessment exercises, with Annual Action Plans including seed funding to implement local priorities • Map, align, and leverage local authority activities that influence the wider determinants of health, incorporating them into relevant Healthy Ireland data-gathering exercises • Advise elected members and senior executives on policies and programmes related to health, equality, and wellbeing • Facilitate Community Health and Wellbeing Networks and support the development of local wellbeing forums and leadership initiatives within communities • Co-ordinate, facilitate and deliver Social Inclusion programmes and projects including but not limited to youth programmes, non-fire night and community initiatives • Collaborate with social inclusion programmes and initiatives with internal and external stakeholders as required • Work confidently and sensitively with elected representatives, senior executives, and cross-sectoral leaders to address health and wellbeing inequalities • Act as a catalyst and connector across directorates and sections (e.g., planning, transport, housing, environment, community) to align activity with health and wellbeing objectives • Champion whole-system, place-based, preventative approaches to health and wellbeing, collaborating across local authority directorates and with external partners to create enabling environments that foster wellbeing for all • Explore funding and resource mechanisms across Government Departments and at EU level to address local community priorities • Leverage research, data, innovation, and WHO/EU collaboration to promote local government leadership in improving health and wellbeing outcomes • Develop or contribute to funding bids in conjunction with communities to resource local priority initiatives • Demonstrate capacity to influence, align, and co-ordinate across internal directorates and external stakeholders; manage partnerships effectively (e.g., coordination of the Sláintecare Healthy Communities Local Implementation Team) • Use local data, research, and evidence to inform decisions and measure programme outcomes • Represent the Local Authority in regional, national, and international networks, including 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 The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to: (a) The local authorities or bodies for which the Chief Executive is Chief Executive, and (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Sláintecare Local Development Officer will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted • Dublin City Council reserves the right to undertake eligibility and/or shortlist candidates in the manner it deems most appropriate • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises • The life of the panel shall be for a period of one year from the date of its formation • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment question(s). It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies: • Management and Change • Delivering Results • Performance through People • Personal Effectiveness • Knowledge, Experience and Skills Please see page 9 & 10 of the Candidate Information Booklet for more details. SALARY: The salary scale for the position of Sláintecare Local Development Officer is: €60,611; €62,095; €63,826; €65,563; €67,300; €68,852; €70,442; €71,982; €73,518 (Maximum); €76,149 (1st LSI) (after 3 years satisfactory service on the Maximum); €78,795 (2nd LSI) (after 3 years satisfactory service on the 1st LSI) Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All applicants must refer to the Additional Candidate Information Booklet which can be found at https://careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council CITIZENSHIP Candidates must, by the date of application, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway, or b) A citizen of the United Kingdom (UK), or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons, or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa, or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and hereby reserves the sole discretion to vary the above requirements from time to time subject to the business needs and staffing requirements. IRISH PROFICIENCY As part of the ongoing commitment to support the Irish language, leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, information is being gathered on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, all applicants are asked to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any employee of the City Council or person nominated by the City Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought
