Social Worker apprentice jobs
Sort by: relevance | dateSocial Care Worker, Bettystown Avenue
Social Care Worker – Bettystown Avenue - Residential What We Offer: · HSE Pay Scale (incremental*) · Premium Payments · Sick Pay Scheme · Paid Maternity Leave · Pension · Cycle to Work Scheme · Generous Annual Leave · Employee Assistance Programme · Comprehensive Induction · Training / CPD · Career Progression Salary Scale: Successful candidates will be paid in line with HSE revised consolidated October 2024 Social Care Worker pay scale point 1: €39,951 – point 14: €56,089 per annum (based on working a 39-hour week). Should you have no prior public sector experience you will be placed on point 1 of the pay-scale above. Shortlisting will happen and candidates who meet criteria will then be notified of an interview date. Informal enquiries are welcome by Alan Egan – Service Manager on alan.egan@smh.ie To Apply: Upload a CV and cover letter to complete your application. Closing Date: 30th September at 17:00 Only candidates shortlisted for interview will be contacted, include a valid email address on application. Job offer is subject to approval under the process of funded posts in Disability Services in the HSE and Section 38 Agencies. St. Michael’s House is an equal opportunities employer.
Social Care Worker
Social Care Worker - Riverside - Residential, Belcamp, Dublin 17 What We Offer: · HSE Pay Scale (incremental*) · Premium Payments · Sick Pay Scheme · Paid Maternity Leave · Pension · Cycle to Work Scheme · Generous Annual Leave · Employee Assistance Programme · Comprehensive Induction · Training / CPD · Career Progression Salary Scale: Successful candidates will be paid in line with August ‘25 HSE revised consolidated Social Care Worker Salary Scale point 1: €40,351 to point point 14: €56,650 per annum based on working a 39-hour week. Should you have no prior public sector experience you will be placed on point 1 of the pay-scale above. Informal enquiries are welcome by Lisa Quinn – Service Manager on lisa.quinn2@smh.ie and/or Helen Leigh – Admin manager on helen.leigh@smh.ie To Apply: Upload a CV and cover letter Closing Date for receipt of applications is 12th of September 2025. Only candidates shortlisted for interview will be contacted, include a valid email address on application. St. Michael’s House is an equal opportunities employer.
Metal Fabrication Apprentice
Profile of Craft The Metal Fabricator’s job includes the reading of drawings, working with materials such as low carbon steel, stainless steel, alloy steel and aluminium. The fabricator is involved in such industries as constructional steel, pressure vessel, tank and boiler manufacture, ship building and ship repair also general engineering. The skills required are wide and varied. They include skills such as measuring, marking out, cutting and welding materials using different processes and assembly techniques. The Metal Fabricator will spend some time outdoors and may be required to work on heights. At the end of the apprenticeship, the craftsperson will be able to demonstrate competence in the following skills: Core Skills Use, care and safety on the following machines and equipment: • Guillotine • Press brake • Rolls • Ironworker • Mechanical saws • Drills • Cutting • Forming • Welding Operations involve mechanical and thermal cutting, marking, drilling,notching, bending, rolling, forming and welding using various materials Pattern development Parallel line, radial line and triangulation methods Specialist Skills • Oxy-fuel gas cutting and plasma cutting • Welding processes using: Oxy-fuel; MMA; MIG/MAG; TIG/TAG • Rolling, bending and forming various materials Generic Skills Workshop practice including: • Safe use and maintenance of tools and equipment • Marking out • Drilling • Tapping • Riveting Technical drawing: • Interpretation of first and third angle projections • Isometric, oblique and free hand sketching Personal Skills • Communications • Customer relations • Adaptability • Ability to work as a team member • Ability to work independently • Initiative • Problem solving • Planning • Information gathering • Quality systems • Safety
Traineeship Programme 2026
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations. Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department. In commencing employment under this competition Officers will be required to develop and apply the following key skills: · Efficiency : meeting deadlines while ensuring all work carried out is to a high standard. · Being a Team Player : the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others. · Organisational Skills : you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary. · Technical Skills : strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP. · Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily. · Customer Service Skills : Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders. On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1 · Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation. ANDYear 2 · Job Coach – working with and engaging with jobseekers to assist them find employment. OR · EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005. OR · EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services. It is expected that those successful in this competition will: · Spend their first year in the Deciding Officer role. · Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department. · Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role. · Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are: · Certificate in Social Protection Studies (Accredited QQI Level 6). · Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role. · Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role. · Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role. · Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role. · [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.] · Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice. · After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade. · Be placed in any available EO roles further to successful promotion to EO . Who Should Apply Eligible persons who are: · Interested in joining the Department at an entry level as a starting point for a career in the Civil Service. · Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years. The Application Process If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025 . The next stage is the assessment stage : 1. All eligible candidates will be invited to undertake an online psychometric test. 2. The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview. These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage. At the competitive interview stage , candidates will be assessed for suitability based on: · The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer ). · An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular: o Innovation and change management o Managing a team and ensuring high quality outputs o Resolving complex queries o Using initiative and taking responsibility for areas of work o Analysing and understanding information, making recommendations and decisions o Leading supporting and motivating a team to achieve set goals o Coaching, guidance and feedback to others to support their development o Developing specialist expertise and knowledge in their area. Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026. Entry Requirements and Eligibility Candidates must: · Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period. – see relevant capabilities ( Executive Officer ). · Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP. · Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7. · Have the requisite knowledge, skills, and behaviours required including: • take direction / follow instructions. • organise and prioritise work effectively. • work well with the public and colleagues. • be flexible in their approach to work. • be able to communicate effectively in a clear and concise manner. • Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025 . • Fulfil citizenship, health, and character requirements ( see below ). • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes. Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations. Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector . Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed. Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established. DSP is an Equal Opportunities Employer . We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023 . Other Recruitment Information Health & Character Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought. Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts. Garda Vetting If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligibility to Compete and Certain Restrictions on Eligibility In order to participate in this competition, the following Citizenship requirements apply: (a) A citizen of the European Economic Area. 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 has a Stamp 41 permission or a Stamp 5 permission. 1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must meet one of the citizenship criteria above by the closing date. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non- eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1st November 2010, introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re- employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition . People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. Employer of Choice As an Employer of Choice, the Civil Service has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions of Service General The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Salary New Entrant Appointees will be offered a salary of €596.11 per week . This is the first point of the Clerical Officer Salary scale. Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures. CO Pay-scale effective 1st August 2025 DPER Circular 16/2025 €596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74 €805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2) The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line with current Government Policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. The Probation Process as part of this Competition For new entrants into the Civil Service , the appointment in Year 1 is to a permanent Clerical Officer position on a Probationary Contract in the Civil Service. The Probationary Contract will be for a period of one year from the date specified on the contract. For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at CO grade, there will be no requirement to repeat probation. All other appointees will serve a one-year Clerical Officer probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer. If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer. During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, (iii) is suitable with regard to attendance, and (iv) is suitable from the viewpoint of health with particular regard to sick leave.
ESF + Social Innovation in Sport Officer
QUALIFICATIONS CHARACTER Candidates shall be of good character. HEALTH Candidates must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. CITIZENSHIP Candidates must, by the date of any job offer, be: • A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or • A citizen of the United Kingdom (UK); or • A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or • 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 • 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 • 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 EDUCATION, EXPERIENCE REQUIREMENTS Candidate shall have:- Essential (a)) Level 8 in any of the following areas Health, Exercise Science, Physical Activity, Diversity and Inclusion, Social Justice, Community Development, Education or related field and candidates should have a minimum of 2 years’ relevant experience working with the target groups mentioned and stakeholder engagement. or (b) Candidates should have a minimum of 5 years’ relevant experience working with the target groups mentioned and stakeholder engagement Desirable (a) Further Education or Training relevant to the post in relation to physical activity, social integration/inclusion and D&I. (b) Experience of facilitating physical activity and sports activities with people of differing abilities and/or from under-represented groups. (c) An Understanding and Experience in the delivery and/or implementation of social innovation/ design of innovation programmes and use of design thinking principles. (d) An in-depth knowledge and understanding of the lived experience of two or more target groups. The successful candidate will be expected to have the following: • Excellent communication skills (written and verbal) and interpersonal skills. Proficiency in MS Office (Word, Excel, PowerPoint and Outlook) • Good organisational and time management skills. • An understanding of research and evaluation methods and an appreciation of research integrity and the ethical issues of carrying out research with target populations. • Effective team player in the context of a multidisciplinary team. • Ability to work in a challenging environment. • Health/safety and risk awareness • Knowledge of the sport and physical activity sector and policies The Position: Westmeath County Council invites applications from suitably qualified persons who wish to be considered on a panel from which a fixed term contract post for the position of ESF & Social Innovation in Sport Officer will be drawn. The ESF+ Social Innovation in Sport Officer will be based in the Sports Partnership Department and report to the Sports Partnership Co-Ordinator or other appropriate Line Manager in the Department. The duties of the office will involve activities outside normal working hours, including Evenings or Weekends, in this regard a system of time off in lieu will apply. Roles and Responsibilities: Sport Ireland established the Local Sports Partnership (LSP) Network as an initiative to create a national structure to co-ordinate and promote the development at local level. LSP’s aim to increase participation in sport and physical activity by breaking down barriers and increasing the numbers of people participating and ensuring participation through all stages of life. This role is funded by the European Social Fund + (ESF +) Programme 2021 -2027 through Sport Ireland. The ESF+ Programme will support the principles of the European Pillar of Social Rights by seeking to: o Support access to employment for young people and under-represented groups o Promote skills and lifelong learning o Tackle poverty and social exclusion Sport and Physical Activity will be used as mechanism to support these principles, and the Local Sport Partnerships will be the main drivers on this project locally. The ESF + Social Innovation in Sport officer will work in collaboration with key local and national stakeholders to support the implementation of this policy. The ESF + Social Innovation in Sport officer will support the delivery of Sport Ireland’s Diversity & Social Inclusion Innovation Programme for Sport. This will involve leading with the delivery of the ESF+ programmes with the objective of fostering active inclusion with a view to promoting equal opportunities, non-discrimination and active participation, and improving employability, in ESF + target groups and organisations locally. The programmes on this project will be designed, piloted and scaled using design thinking principles. Responsibilities: • Lead the design, planning and delivery of the Diversity & Social Inclusion Innovation Programme for Sport at a local level with a focus on building skills and confidence to foster social inclusion and engage with and maintain recreational sport participation independently. • Coordinate ESF+ programmes with the objective of fostering active inclusion with a view to promoting equal opportunities, non-discrimination and active participation, and improving employability, in ESF + target groups locally. • Ensure the design and delivery of the ESF+ programme aligns with European Social Fund requirements and complements existing Sport Ireland and Local Sports Partnership policies and plans. • Monitoring impact on programmes and supporting the sharing of information and replication of programmes in other Local Sports Partnerships. • Provide timely, standardised data and reporting on activity and outcomes on the programmes. • Collaborate with Sport Ireland to support the successful delivery of this project. • Develop and support strong working relationships with other Local Sports Partnerships and other outside agencies and relevant stakeholders. • Participate in regular supervision, appraisal and education as identified. • Undertake any other relevant and related duties that may be required. Diversity & Inclusion: Sport Ireland and Local Sport Partnerships are committed to building a diverse sport sector and therefore strongly encourages applications from underrepresented groups. Local Sports Partnerships are committed to equality and inclusion and welcome applications from all individuals, regardless of their background. Local Sports Partnerships strive to be a diverse and inclusive workplace. Key Competencies Candidates shortlisted for interview will be assessed at the interview under the following competencies using some/all of the indicators within each competency. Knowledge, Experience & Skills • Understanding of the role of ESF + Social Innovation in Sport Officer in the Local Authority • Range and depth of relevant experience. • Demonstrates required specialist knowledge, understanding and training for the role. • Up to date with current developments, trends and best practice in their area of responsibility. • Experience of working as part of a multi-disciplinary team. • Experience of preparing and presenting reports. • Understanding of the structures and environment within which the local authority sector operates Delivering Results • Positively contributes to the development of operational plans and leads the development of team plans • Plans and prioritises work and resources effectively having regard to corporate priorities and operational objectives • Establishes high quality service and customer care standards • Acts decisively and makes timely, informed and effective decisions, pinpointing critical information and addresses issues logically • Proactively identifies areas for improvement and develops practical suggestions for their implementation Performance Through People • Leads by example to motivate and engage employees to achieve high-quality outcomes and customer service. • Effectively manages performance of individuals and teams to achieve operational plans, targets and objectives • Effectively identifies and manages conflict • Acts as an effective link between staff and senior management • Has effective communication skills Personal Effectiveness • Take initiative and seek opportunities to exceed goals • Manage time and workload effectively • Maintain a positive, constructive and enthusiastic attitude to their role • Has a strong knowledge and understanding in relation to statutory obligations of Health and Safety legislation and its application in the workplace • Keeps up to date with current developments, trends and best practice in their area of responsibility • Demonstrates the required specialist knowledge, understanding and training for the role ESF+ SOCIAL INNOVATION IN SPORT OFFICER PARTICULARS OF OFFICE The Post A panel will be formed from which fixed term posts may be filled. Salary The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. The current salary scale applicable to the post is: €51,722 per annum to €61,865 per annum (including LSI’s) New Entrants to the Local Authority Service commence on the 1st point of the scale in accordance with current Government Policy as set out in Department of the Environment Circular Letter EL 02/2011 of 28th January 2011 and Circular EL 05/2016 dated 5th February 2016. Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions e.g. PAYE and PRSI. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. Superannuation and Retirement Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details of the relevant scheme will be provided to the appointee prior to appointment. A person who becomes a pensionable employee of a local authority who is liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of 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). A person paying Class A rate of PRSI who becomes a pensionable employee of a local authority will be required in respect of the Local Government (Spouses and Children's Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% 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). A person who becomes a pensionable officer of a local authority who is liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. A person paying Class D rate of PRSI who becomes a pensionable Officer of a local authority depending on their existing scheme, may be a member of a dependent scheme i.e. either the Local Government (Widows & Orphans Contributory Pension) Scheme or Local Government (Spouses and Children’s Contributory Pension) Scheme and if a member of either scheme will be required in respect of this to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. Employees are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement and death gratuities. In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority. 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 pay; pensions will be co-ordinated with the State Pension Contributory Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 70 years. Probation There shall be a period after appointment takes effect during which the person appointed shall hold office on probation. (a) such period shall be one year, but the Chief Executive may at his/her discretion extend such period; (b) the person appointed shall cease to hold office at the end of the period of probation unless during such period the chief executive has certified that the service of the person in such office is satisfactory. The Local Authority shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint them. Annual Leave The annual leave entitlement shall be 30 days per annum. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act 1997 and local agreements which may apply from time to time. Working Hours Normal working hours are 35 hours per week. Duties may require the successful applicant to work outside of normal hours i.e. attendance at evening/weekend, training. All hours worked will be subject to the provision of Organisation of Working Time Act, 1997 as amended. You may be required to complete a time sheet in accordance with the Organisation of Working Time Regulations, 2001. Sick Leave The terms of the Public Service Sick Pay Scheme will prevail. Location Westmeath County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Westmeath County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies.
Social Care Worker
We are hiring Social Care Workers in Ennis, Co. Clare! Come and work with one of Ireland’s best 150 Employers! Brothers of Charity Services Ireland are looking for bright, ambitious individuals who have a positive attitude towards working with people with an intellectual disability and who are committed to ensuring that our persons supported lead as fulfilling and enjoyable a life as possible. Role: Social Care Worker Contracts Available: Various contracts available ranging from Permanent Part-Time 64/78 to Permanent Full-Time 78/78 PLEASE NOTE: Positions available are for Residential Services only Location: Ennis, Co. Clare The role of a Social Care Worker Social Care Workers fulfil a key supportive and advocative role for individuals supported by the service. The Social Care Worker’s role is to support the person in all aspects of their life focusing on the individual's ability and promoting independence and development of skills. They assist in all aspects of the practical tasks associated with the daily life of the person supported either in their home or within a day service setting. The Social Care Worker will assist and support people who use the service with the development of their individual person centred plan and the achievement of associated outcomes, and critically, will support people who use the service to make informed choices and fulfil their potential. They will encourage participation in the community through inclusive and creative thinking, seek opportunities for new experiences and help individuals make their own, informed choices. Qualifications: View Social Care Workers approved qualifications on: https://www.coru.ie/health-and-social-care-professionals/education/approved-qualifications/social-care-workers/ **PLEASE SEE FULL JOB DESCRIPTION ATTACHED Some of our benefits: · Competitive Rates of Pay (€40,351 - €56,650 Pro-Rata) · 22 days Annual Leave · Defined Benefit Pension Plan · Full Training provided · Career Progression · Sick Pay Benefits · Employee Assistance Programs Closing Date for Applications: 7th of September, 2025 The Brothers of Charity Services Ireland is an Equal Opportunities Employer
Social Care Worker, Northside SA
Social Care Worker - Northside Dublin - Service Area 2 St. Michael’s House is growing, and we are looking for passionate, dedicated professionals to join our team! We have a number of vacancies available across 170 locations in the greater Dublin area. This is your opportunity to make a real difference in the lives of people with disabilities. We are a leading provider of disability services in Ireland, offering rewarding careers in social care. Whether you’re an experienced professional or just starting out, we have opportunities that match your skills and ambitions. At St. Michael’s House, we are committed to supporting our staff with professional development, career progression, and a strong sense of purpose in everything we do. Join a team where your work matters, where innovation meets compassion, and where you can build a future while making an impact. Your career starts here. Be part of something bigger—apply today! Closing Date: 30th September 2025 at 5pm. Shortlisting will happen and candidates who meet criteria will then be notified of an interview date. Only candidates shortlisted for interview will be contacted, include a valid email address on application. Job offer is subject to approval under the process of funded posts in Disability Services in the HSE and Section 38 Agencies. St. Michael’s House is an equal opportunities employer.
Professionally Qualified Social Work Team Leader
Professionally Qualified Social Work Team Leader Full Time Post Children’s Disability Network Team – Coolock This is an exciting opportunity for a Social Work Team Leader to support children and their families, presenting with complex needs arising from a combination of intellectual, physical, and/or sensory disabilities. The Social Work team Leader is a valuable member of the Children’s Disability Network Team who will provide quality evidence based service in line with family centred practice and Progressing Disability Services (PDS) principles. The Team Leader will work as part of an interdisciplinary team and will also provide clinical supervision to social workers on the team. There will be opportunities for training, and regular clinical supervision is provided. This permanent post is assigned to the Coolock Children’s Disability Network Team, located in the HSE Coolock Primary Care office., The successful candidate must have the following: Essential criteria: · Degree or Masters in Social Work or equivalent, · National Qualification in Social Work (NQSW) · Be fully registered with CORU · 5 years post qualification experience. Expert assessment, clinical and reflective skills to meet the needs of the children and families supported by the CDNT · Full clean drivers license and access to a car Desirable criteria: · Experience of working with children with disabilities/complex needs or their families Informal enquiries are welcomed by Niamh Giltinan, Coolock Children’s Disability Manager, Niamh.giltinan@smh.ie and Catherine Rafter, Principal Social Worker, Catherine.rafter@smh.ie Closing date: 2nd September 2025 at 5 p.m. St. Michael's House is an equal opportunities employer
Social CARE Workers
Avista is a progressive organisation, providing a wide range of services including Day, Residential and Respite supports to both Children and Adults in various locations across 3 Regions. The organisation is looking for Candidates who are committed to supporting people with Intellectual Disabilities and their families, in a Person Centred, Community Based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: SOCIAL CARE WORKERS Children’s RESIDENTIAL SERVICE, dublin Permanent full-TIME (39 Hours Per Week), Permanent part-TIME (19.5 Hours Per Week) Salary: €40,351-€56,650* (lsi) *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. Ref: 83998 Essential: Why work with us? Excellent Career Progression Opportunities. Supportive and innovative working environment. Comprehensive Pension Scheme. Generous annual leave entitlement. Paid Maternity Leave & Sick Pay scheme. Bike to work Scheme. Tax Saver Travel Scheme. Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Shauna Hurney, Social Care Leader, email: shauna.hurney@avistaclg.ie or Karen Berigan, Clinical Nurse Manager 3, email: karen.berigan@avistaclg.ie Closing date for receipt of applications: 29th August 2025 “A panel may be formed from which future vacancies.” Avista reserves the right to close the completion early should a sufficient number of applications be received. Avista is an equal opportunities employer.
Social Care Worker
Duties and Responsibilities Main Duties and Responsibilities Working with Children/Young People/Families/Carers • To participate in the development and implementation of Care Plans and to ensure appropriate recording of same. • To promote the rights and responsibilities of each child/young person within the Service. • Assist in enabling parents/guardians/carers/families to sustain the safe care of their children in the home setting. • To promote physical, emotional, social and religious welfare of each young person. • To liaise with the parent, family, general services and other agencies on behalf of the young person. • To attend meetings in relation to the care and developments of the Children and their families. • To promote the participation of children and young people in decision making on issues that affect their lives at both individual and collective levels. • Participate in the completion of preliminary screening and assessments, safety planning as required under Children’s First in line with Standard Business Processes, this should be done in consultation with the relevant line manager. • Compliance with relevant Tusla policies. • Attendance at Court when required. • Direct work with children/young people/parents/guardians/foster carers etc. • Facilitating and supporting family contact for children care. • Lone working. • Engage with internal and external stakeholders. Administration and Accountability • To attend team meetings and to report to the designated Manager on matters affecting the delivery of service. • To make written and verbal reports to the designated Manager on a regular basis on the progress of development of the children and their families. • Reporting and recording any incidents, however minor, that may happen to the children and their families or are caused by them. • To be familiar with emergency procedures and to know who to contact in an emergency. • Ensure Child protection procedures are followed in accordance with the responsibilities of a designated officer. • To keep abreast of current legislation and current professional child care knowledge. • To implement the Child and Family Agency’s procedures and policies. • To undertake ongoing professional training and development. • To attend regular supervision with the designated Manager. • To perform any other duties that may be assigned from time to time. Teamwork • Participate in working within a team centred consistent approach. • Working with other professionals and external stakeholders. • Participate in regular team meetings, SOS groups, supervision. • Provision of training to Service User, colleagues and external stakeholders. Training & Professional Development • Participate in regular professional supervision. • Participate in further training and development as required. • Provide guidance and education for work experience students. • Engage in reflective and evidence based practice. • Keep abreast of current legislation and current professional child care knowledge. • Be responsible for own health and wellbeing in order to carry out the duties of the role / is committed to managing own work / life balance. Health & Safety • Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service for example National Standards for Child Protection and Care and comply with associated Tusla – Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office.
