Clerical Officer jobs
Sort by: relevance | dateDeputy Chief Executive Officer
Deputy Chief Executive Officer (Permanent – Full Time) Position: Deputy CEO Location: National Rehabilitation University Hospital (NRH) Application Closing Date: 25th April 2025, 5:00PM About Us: Join the National Rehabilitation University Hospital (NRH), where we transform lives through cutting-edge rehabilitation services. As a 120-bed CARF accredited hospital, we are the national leader in rehabilitation and a vital part of the National Trauma strategy. Our dedicated teams provide personalized rehabilitation programs for adults and children in specialties such as: How to Apply: Ready to make a difference in healthcare? Submit your CV and cover letter through the application feature on Rezoomo. Please note only applications submitted through Rezoomo will be accepted. The NRH reserves the right to extend the application deadline based on the volume of suitable applications. For informal enquiries about the post please contact June Stanley, Chief Executive Officer and Polly Bethonico, Human Resources Business Partner at polly.bethonico@nrh.ie . Shortlisting is carried out based on the information supplied in your application/CV. The criteria for Shortlisting are based on the requirements of the post as outlined above. Failure to include information regarding these requirements may result in you not being called forward for the next stage of the selection process. A panel of candidates may be formed from which future vacancies may be filled. Join us at NRH and be a part of our journey to excellence in rehabilitation care!
Events Officer
***Please read the recruitment pack before completing your application forms.*** Whilst the Council are recruiting for a permanent Events Officer in Warrenpoint Town Hall, please note that a reserve list will be compiled for future permanent, temporary, full time and part time posts for Events Officer positions at Council Offices in both Downpatrick and Warrenpoint Town Hall. Main Purpose of Post/Job: To deliver the annual Programme of Tourism Events and Festivals across the district focused on increasing visitor numbers and tourism revenue, to ensure effective timely delivery of all tourism events within budget and to plan. Duration of Appointment: Permanent Hours of Work: 36 hours per week The post holder must be prepared to work outside normal office hours, including evenings, weekends, and Public and extra Statutory Holidays for which the appropriate payment will be made or time in lieu granted if relevant. Work Pattern: Flexi 36 hours Monday to Friday Hours of work are kept under review and may change in order to meet operational requirements, providing requisite notice.
Admissions Officer
Essential Qualifications and Skills Candidates must: • have the requisite knowledge, skills and competencies to carry out the role to a high standard; • be capable and competent of fulfilling the role to a high standard; • have obtained at least Grade O6 (formerly D3) in five subjects in the Leaving Certificate Examination (higher, ordinary, applied or vocational programmes) or equivalent or have passed an examination at the appropriate level within the QQI qualifications framework which can be assessed as being of a comparable to Leaving Certificate standard or equivalent or higher or have appropriate relevant experience which encompasses equivalent skills and expertise. Desirable Qualifications and Skills ▪ A higher education qualification at Level 7 or above. ▪ Good knowledge of tertiary education structures in Ireland and Northern Ireland ▪ Strong knowledge of the quality assurance systems utilised in the tertiary education sector. ▪ Experience in student recruitment including the marketing of courses and the development of accessible course information. Overview of the Role This Northwest Digital Employment Pathways Training Hub (NW DEPTH) initiative is a PEACEPLUS Investment Area 2.3 project that will result in the upskilling/reskilling of 2,000 individuals and the delivery of a NW Digital Skills Strategy to guide the further transformation of this cross-border region into a Smart Region of national and international significance. This role is to provide an end-to-end admission process for the NW DEPTH initiative, ensuring efficient access for the targeted learner population on to the appropriate upskilling/reskilling programme that will address each participant’s digital skills requirement. Duties 1. Admissions Process Management: - Oversee the application lifecycle, from promotion to final selection, using digital platforms, - Coordinate eligibility assessments aligned with programme entry requirements including the utilisation of Recognition of Prior Learning. - Ensure GDPR-compliant handling of applicant data and maintain secure records. 2. Stakeholder Coordination: - Liaise with tertiary and enterprise partners to align admissions with programme capacity and skill demands. - Collaborate with marketing teams to promote the initiative to underrepresented groups (e.g., women, economically inactive, targeted underrepresented groups, etc). - Support the community engagement initiatives to be undertaken as part of the NW DEPTH initiative. 3. Compliance & Reporting: - Monitor adherence to public service procurement and funding rules. - Generate reports on applicant demographics, uptake rates, and equity outcomes for senior management and funders. - Support the examination office regarding NW DEPTH learners and provide learners with accurate and timely information regarding progression opportunities. 4. Customer Service & Support: - Serve as a primary contact for applicant queries, providing guidance on entry requirements and programme benefits. - Resolve complex cases (e.g., recognition of prior learning, accessibility needs) in partnership with support services 5. Continuous Improvement: - Refine admissions workflows using feedback and data insights to enhance efficiency and inclusivity. - Work with partners to ensure as consistent as possible an interface to NW DEPTH programmes for prospective learners across this cross-border region. Salary Salary Scale Grade VI: (€56,756 – €69,339) * Candidates external to the sector may be appointed up to the 3rd Point (€59,758) of the Salary Scale in accordance with University Policy Hours of Work 35 hours per week
Information Security Officer
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Information Security Officer role is part of the Information Governance and Assurance team within the Information Division. The Security Officer will assess HIQA’s digital platforms to identify areas of security vulnerability and work with other teams and external partners to provide solutions, manage on-going proactive monitoring of security for HIQA systems and educate staff on information security. This is an additional position within the Authority and is in line with the strategy of supporting the expansion of HIQA and to support our digital and data transformation program. HIQA is undergoing significant transformation of its systems and migrating strategic systems to cloud. Reporting to the Information Governance Manager and working closely with colleagues across the organisation, the Information Security Officer will act as a vital link between HIQA’s business objectives and information governance capability driving to drive security across the organisation. The Security Officer will provide specialised subject matter knowledge and clear guidance on security policy, procedures and assess risks and ensure systems are secured. They will also be engaged in security aspects of assigned projects. They will monitor and assess security threats or incidents working with HIQA security systems, security tools and with our external technology and security partners. This role requires a confident, solutions focused individual who has a strong operational background and possesses excellent communication and inter-personal skills. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of every day work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation and working together. Common Tasks Team Member HIQA Competencies (Behavioural) Resilience Maintains personal confidence and is able to manage self and emotions in a flexible and adaptive manner when faced with adversity or challenging situations Proficient Integrity Is sincere, respects and values others, maintains a high standard of personal ethics, reliably delivers on promises and takes a rights-based approach to all decisions and actions Proficient Collaboration Builds relationships based on collaboration and trust, is politically and socially astute in approach and is able to resolve difficult situations and conflict Skilled Leadership Orients self and others to a vision, engages with and contributes to an inclusive and productive work environment; holds to account, promotes learning and challenges self and others to achieve a shared purpose Proficient Customer Focus Recognises internal and external customers and stakeholders, and proactively seeks to understand, uphold and respond to their needs Proficient Good Judgement Seeks and analyses information to better understand complex situations, applies an ethical framework to make critical and objective evaluations and reaches high-quality decisions that are contextually relevant Skilled Results Orientation Can deliver results in challenging situations with and through others, strives to exceed expectations and creates as much value as possible Principal Conditions of Service Probation A probationary period of six months applies to this position. Pay Candidates will be appointed on the minimum point of the salary scale (€73,961) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation. The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Engineer Grade II (PPC) €73,961 €75,651 €77,337 €79,031 €80,720 €81,169 €82,834 €84,562 €87,376¹ €90,198² 1. After 3 years’ satisfactory service at the maximum 2. After 6 years’ satisfactory service at the maximum Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay-scale. In this case the appointment may be assimilated to the nearest point of the advertised salary scale with their incremental date adjusted accordingly. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy. Superannuation Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. In certain circumstances, for example, where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. The legislation giving effect to the Scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g. those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply. Annual Leave Annual leave is 27 days, rising to 30 days after 5 years’ service. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations. Blended Working Arrangements HIQA has introduced blended working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient, and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration, and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determined the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and on boarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA therefore we are now moving from Interim Blended Working to a long term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria will be issued to successful candidates. This is an opt-in policy and details on how you can apply will be issued to you before you start
Uniformed Loss Prevention Security Officer
We believe that if you have a can-do approach with the right attitude, are an effective communicator and can professionally deal with conflict, we can develop you through our LP training academy. Working for the Loss Prevention department as a member of the Uniform Security Team you will be an integral part of our Loss Prevention strategy. Working alongside your Team Leader you will be – CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Uniformed Loss Prevention Security Officer
We believe that if you have a can-do approach with the right attitude, are an effective communicator and can professionally deal with conflict, we can develop you through our LP training academy. Working for the Loss Prevention department as a member of the Uniform Security Team you will be an integral part of our Loss Prevention strategy. Working alongside your Team Leader you will be – CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Staff Officer
Applications are invited from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent or temporary vacancies for the position of Staff Officer (Grade V) in Monaghan County Council shall be filled. The Staff Officer is a supervisory/management position within the Council and is assigned responsibility for administration and managing the performance of a section/department/team. The administrative structure ranges from the entry grade of Clerical Officer, through to Assistant Staff Officer, Staff Officer, Senior Staff Officer and Administrative Officer. A Staff Officer will generally work under the direction and management of a Senior Staff Officer/Administrative Officer or analogous grade. The role The Staff Officer has a supervisory role in the day-to-day operations of a work area or as a team leader. The Staff Officer works as part of a team and operational duties may include the day to day running of a section and the supervision and management of staff within the section. This will include assisting with the implementation of work programmes to achieve goals and standards set out in Departmental and Team Plans, Corporate Plan and Annual Service Delivery Plan. This will require the ability to plan, allocate and prioritise work and monitor and report on progress. Other duties may include representing the Department or the Council on various committees and the successful candidate must be capable of representing the Council in a professional and credible manner with all internal and external stakeholders. The Staff Officer role requires excellent administrative, employee management, interpersonal, communication and other particular skills and expertise depending on assignment. The ideal candidate will therefore be a highly motivated person, with a strong sense of commitment to delivering quality public services and be willing to take on a challenge. The Staff Officer is expected to carry out their duties in a manner that enhances public trust and confidence. The ideal candidate should demonstrate through their application form and at the interview that they have knowledge of: - PRINCIPAL TERMS AND CONDITIONS The Competition Monaghan County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which permanent and temporary vacancies for the post of Staff Officer (Grade V) shall be filled. The post(s) shall be wholetime, permanent and pensionable. Monaghan County Council reserves the right to, at any time, to reassign an employee to and Department. Recruitment arrangements to the post of Staff Officer will be on the following basis: - Panel A - 50% confined to employees of the sector* Panel B - 30% open Panel C - 20% confined to employees of Monaghan County Council * The sector includes all Local Authorities and the three regional assemblies. Candidates who are not existing employees of these local authorities or regional assemblies are not eligible to apply for competitions confined to the sector or to the local authorities i.e. Monaghan County Council. Following the selection process, three panels will be formed for the post of Staff Officer of suitably qualified candidates to meet the requirements of the ratio of the posts to be confined to the local authority sector, open and those confined to Monaghan County Council. The order of candidates placed on each of the three panels is determined by where they are placed on the overall Order of Merit List. Panel A (Confined to Local Authority Sector) will comprise of successful applicants in order of merit from within the Local Authority Sector only i.e. candidates serving in a local authority or Regional Assembly (where applicable). Panel B (Open) will comprise of all successful applicants in order of merit and may include candidates serving in a local authority, regional assembly, and external applicants. Panel C (Confined to Monaghan County Council) will comprise of all successful applicants in order of merit from within the recruiting Local Authority i.e. candidates serving in Monaghan County Council. The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority or in any occupation which might conflict with the interests of the local authority, or which might be inconsistent with the discharge of his/her duties as a local authority employee. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. The salary scale for the post is: - €51,210, - €52,739, - €54,301, - €55,895, - €57,501, - 1st LSI €59,373, -2nd LSI €61,252, Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: - (a) there shall be a period after such appointment takes effect, during which such person shall hold such position on probation; (b) such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period; (c) such person shall cease to hold such office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Hours of Duty: The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. Annual Leave The annual leave entitlement will be 30 days per annum. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Superannuation: Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment. Superannuation contributions 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 Local Authority at 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 social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). 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.
Clerical Officer
POSITION: Grade III – Clerical Officer The area of initial responsibility may change over time in line with the requirements of CMETB. Appointments will be to the CMETB Scheme REPORTING: The Grade III reports to the CE, Director, and the Relevant Head of Department POST SUMMARY: • The successful candidate will have responsibility, under general direction, for coordinating the efficient day-to-day work in their functional area, within CMETB. Ensuring targets and service levels are achieved and, work undertaken, or information being provided, is accurate and in compliance with Legislation, Department Circular Letters, best practice guidelines and internal procedures. • Overall responsibility for the preparation and timely submission of required reports. • Maintain and efficient and effective filing system, to ensure any and all data, records or required information, is readily available. • Ensuring deadlines are met and service levels are maintained. • Carrying out a range of administrative tasks including photocopying, letters / document preparation, presentations for public circulation, filing, meeting schedules, recording and distributing internal/external mail. • Reporting and providing information within functional areas as required from time-totime by the Department of Education and Education and Training Boards Ireland etc. • Assisting with projects relating to the work of the particular work area and any other duties as directed by the relevant section/Department head. • Undertake special / one-off tasks. • Assist in the development of improved working practices in order to achieve improved service delivery. • Participate in all for a / groups in which they are a member or are assigned. • Carry out lawful duties of the Chief Executive. • Ensure efficient administration and communication in relation to CMETB staff, ensuring staff have the required information, to enable them to formulate informed decisions. • Deal sensitively with electronic/paper correspondence, telephone enquiries, personal callers on all areas of work covered by the section. This involves contact with all interested parties as necessary, while maintaining a high degree of confidentiality in all aspects of work. • Promote teamwork within the section while maintaining a strong focus on selfdevelopment, seeking feedback, coaching, and creating further opportunities for selfdevelopment. • Undertake the relevant training and development activities and respond positively to new and alternative systems. • Assist in effectively promoting the values of CMETB. Establishing a positive working culture and environment for all employees which supports the attainment of CMETBs goals. • Communicate effectively and build productive working relationships with relevant internal / external stakeholders. • Represent the relevant Section/Department at meetings, as required. • Research issues thoroughly, consult appropriately, to gather all information required on a given issue. • Carry out any other duties appropriate to the grade, which may be assigned from time to time. ** This Job Description is intended as a guide to the general range of duties of a Grade III Clerical Officer. It not intended to be definitive or restrictive and will be reviewed from time to time. SELECTION CRITERIA - QUALIFICATIONS AND EXPERIENCE: ESSENTIAL CRITERIA: Applicants must, • Have the requisite knowledge, skills and competencies to carry out the role. • Be capable and competent of fulfilling the role to a high standard. • Have obtained at least Grade D3 in five subjects in the Leaving Certificate examination (higher / ordinary / applied / Vocational programmes) or equivalent OR, have passed an examination at the appropriate level within the QQI qualification framework which can be assessed as being a comparable to Leaving Certificate standard / equivalent / higher/have appropriate relevant experience which encompasses equivalent skills and expertise. • Be at least 17 years of age on/before the closing date of this advertisement. DESIRABLE CRITERIA: Applicants should possess, • A high level of experience together with knowledge of the administrative function. • An excellent knowledge and skill in the use of ICT. The appointee will be expected to use new technologies as they arise. The appointee is also expected to continue their own knowledge and skills in the area of ICT. • Good judgement, problem solving and analytical skills. • Good organisational skills and ability to manage/prioritise deadlines. • Ability to generate strong team morale, co-operation and participation. • Ability to process work with a high level of attention to detail. Applicants should also, • Demonstrate enthusiasm for new developments, changing work practices and strive to implement the changes effectively. • Maximise the contribution to the team, providing support and working effectively with colleagues. • Assists in effectively promoting the values of CMETB and establishes a positive working culture and environment in an organisation, undergoing significant organisational and cultural change. • Uphold high standards of honesty, ethics, and integrity. The above lists are not exhaustive and may be varied having regard to the changing needs of Cavan and Monaghan Education and Training Board scheme. Therefore, other responsibilities may be assigned from time to time by the Chief Executive. SHORTLISTING: Shortlisting will take place on the basis, of the information provided in the application form. THE SELECTION PROCESS MAY INCLUDE: • Shortlisting of candidates on the basis, of the information contained in their application • Qualifying preliminary interview • A presentation THE SELECTION PROCESS WILL INCLUDE: • A competitive interview • Reference checking • Completion of a satisfactory pre-employment medical assessment COMPETENCIES REQUIRED: The person appointed to a Grade III Clerical Officer position will be required to show evidence of the following 6 competencies: TEAMWORK: • Shows respect for colleagues and co-workers. • Develops and maintains good working relationships with others, sharing information and knowledge, as appropriate. • Offers own ideas and perspectives. • Understands own role in the team, making every effort to play his/her part. INFORMATION MANAGEMENT/PROCESSING: • Approaches and delivers all work in a thorough and organised manner. • Follows procedures and protocols, understanding their value and the rationale behind them. • Keeps high quality records that are easy for others to understand. • Draws appropriate conclusions from information. • Suggests new ways of doing things better and more efficiently. • Is comfortable working with different types of information, e.g. written, numerical, charts, and carries out calculations such as arithmetic, percentages etc. DELIVERY OF RESULTS: • Takes responsibility for work and sees it through to the appropriate next level. • Completes work in a timely manner. • Adapts quickly to new ways of doing things. • Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes. • Writes with correct grammar and spelling and draws reasonable conclusions from written instructions. • Identifies and appreciates the urgency and importance of different tasks. • Demonstrates initiative and flexibility in ensuring work is delivered. • Is self-reliant and uses judgement on when to ask manager or colleagues for guidance. CUSTOMER SERVICE AND COMMUNICATION SKILLS: • Actively listens to others and tries to understand their perspectives/requirements/needs. • Understands the steps or processes that customers must go through and can clearly explain these. • Is respectful, courteous, and professional, remaining composed, even in challenging circumstances. • Can be firm when necessary and communicate with confidence and authority. • Communicates clearly and fluently when speaking and in writing. SPECIALIST KNOWLEDGE, EXPERTISE AND SELF DEVELOPMENT: • Develops and maintains the skills and expertise required to perform in the role effectively, e.g., relevant technologies, IT systems, relevant policies etc. • Clearly understands the role, objectives, and targets and how they fit into the work of the unit. • Is committed to self-development and continuously seeks to improve personal performance. DRIVE AND COMMITMENT TO PUBLIC SERVICE VALUES: • Consistently strives to perform at a high level and deliver a quality service. • Serves the Government and people of Ireland. • Is thorough and conscientious, even if work is routine. • Is enthusiastic and resilient, preserving in the face of challenges and setbacks. • Is personally honest and trustworthy. • At all times, act with integrity. SALARY SCALE €27,896 to €44,861 plus pension entitlement
Administrative Officer
Applications are invited from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent or temporary vacancies for the position of Administrative Officer (Grade VII) in Monaghan County Council shall be filled. The role The Administrative Officer is a management position within the local authority and is assigned responsibility for the day-to-day administration and management of one or more sections or departments handling specific areas of the Councils activities, including the management of employees. The Administrative Officer is an operational team lead and a crucial level between frontline staff and senior management with responsibility for resource management and service delivery. The successful candidate will be expected to work closely with senior managers and elected representatives in delivering services to the highest standard and to contribute to the development and implementation of strategies and policies. The Administrative Officer is the primary point of contact and liaison with other departments or directorates in relation to all operational matters for the service delivery section or sections for which they are responsible. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. An Administrative Officer is responsible for the efficient management, direction, and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include human resources, housing, transportation, planning, infrastructure, environmental protection, recreation, amenity and cultural provision, community development and emergency services. The Administrative Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making. The Ideal Candidate The Ideal Candidate must be able to demonstrate that they have sufficient experience and a proven track record in the following: Salary: The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. The salary scale for the post is: - €59,417, - €60,871, - €62,568, - €64,271, - €65,974, - €67,495, - €69,054, - €70,563 - €72,069, 1st LSI €74,649, 2nd LSI €77,243, Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: - (a) there shall be a period after such appointment takes effect, during which such person shall hold such position on probation. (b) such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period. (c) such person shall cease to hold such office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory. Hours of Duty: The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. Annual Leave The annual leave entitlement will be 30 days per annum. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Superannuation: Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment. Superannuation contributions 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 Local Authority at 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 social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). 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 & Childre’s scheme All persons who become pensionable officers of a Local Authority will be required in respect of the Spouses and Children’s Contributory Pension Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. New entrants from 1st January 2013 – Single Public Services Pension Scheme For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory. Retirement: There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy. The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other provisions) Act 2012 is 70 years. Garda Vetting/Child Protection The successful candidate(s) will be subject to the Garda Vetting Procedures and will be required to complete Appendix V of the County Council’s Child Protection Policy Residence The successful candidate(s) shall reside in the district in which his or her duties are to be performed, or within a reasonable distance thereof.
MRHP---, IFMS Accounts Receivable Officer
Grade IV - IFMS Accounts Receivable Officer MRHP-04-2025-56 Midland Regional Hospital Portlaoise Location of Post: Midland Regional Hospital Portlaoise There is currently one permanent , whole-time Grade IV – IFMS Accounts Receivable Officer vacancy available in the Finance Department in the Midland Regional Hospital Portlaoise. A panel may be formed as a result of this campaign for a Grade IV – IFMS Accounts Receivable Officer from which current and future, permanent and specified purpose vacancies of full-time or part-time duration may be filled. Informal Enquiries: For further information about the role, please contact: Keith Lawlor Finance Manager Midland Regional Hospital Portlaoise Email: keith.lawlor@hse.ie Tel: 057 869 6372 HR Point of Contact: DML is committed to providing information and services which are accessible to all, if you require accessibility assistance throughout any stage of the recruitment process, please contact: Jemima Bamboka HR Recruitment Officer HSE Dublin and Midlands Email: jemima.bamboka@hse.ie Tel: 087 335 5863 Purpose of the Post: The Grade IV – IFMS Accounts Receivable Officer will be a key player in the roll out of the IFMS System for the Accounts Department at the Midland Regional Hospital Portlaoise with responsibility for receipt of all hospital income revenue streams and invoice generation. Eligibility Criteria, Qualifications and / or Experience: 1. Professional Qualifications, Experience, etc (a) Eligible applicants will be those who on the closing date for the competition: - (i) Have satisfactory experience as a Clerical Officer in the HSE, TUSLA, other statutory health agencies, or a body which provides services on behalf of the HSE under Section 38 of the Health Act 2004. OR (ii) Have obtained a pass (Grade D) in at least five subjects from the approved list of subjects in the Department of Education Leaving Certificate Examination, including Mathematics and English or Irish (1) . Candidates should have obtained at least Grade C on higher level papers in three subjects in that examination. OR (iii) Have completed a relevant examination at a comparable standard in any equivalent examination in another jurisdiction. OR (iv) Hold a comparable and relevant third level qualification of at least 6 on the National Qualifications Framework maintained by Qualifications and Quality Ireland (QQI). Note1: Candidates must achieve a pass in Ordinary or Higher level papers. A pass in a foundation level paper is not acceptable. Candidates must have achieved these grades on the Leaving Certificate Established programme or the Leaving Certificate Vocational programme. The Leaving Certification Applied Programme does not fulfil the eligibility criteria. AND (b) Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office. 2. Health Candidates 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 such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Character Candidates for and any person holding the office must be of good character. Post Specific Requirements:
