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Sort by: relevance | dateClerical Officer
Purpose of the role: The Clerical Officer is at the centre of the administrative hub of the school and school community and works closely with the Principal, senior management team, teachers, other non-teaching staff, students, and parents, taking responsibility for a broad variety of important secretarial and administrative support functions, and coordinating the workflow and wide range of activities processed through the administration office. THE DUTIES OF THE CLERICAL OFFICER SHALL INCLUDE: FINANCE Monitor, control, and reconcile all financial allocations to the school (e.g., Main School Budget, Free Book Scheme, Exam Fee Scheme, Special Technology Grants, Junior Cycle, Leaving Certificate Applied, Mock and Practical exams, In-service). Check and ensure the accuracy of traders’ accounts, part-time teachers, teachers claim forms, travel claims, petty cash returns, postal franking machines, and expenses for Board of Management members. Ensure all payments to the school are recorded, receipted, reconciled, and lodged to the appropriate bank accounts. Check and ensure accuracy of trader’s accounts, part-time teachers and teacher’s claims forms, travel forms, franking machines, and expenses for Board of Management members. Monitor and control the school’s cash flow. Preparation and administration of payroll and pension administration. Co-operate with existing and new Finance systems. Prepare reports for the Principal & Finance Committee as required. Assist in preparation for year-end audit. Liaise with Financial Support Services Unit on financial matters and outsourcing companies regarding maintenance and other contracts. Reconcile and prepare all revenue and other statutory online returns. PERSONNEL Support the administration for the recruitment and appointment process for teachers, SNAs and other staff in accordance with the procedures, including placing advertisements, correspondence with candidates, preparing interview related paperwork and ensuring that the recruitment and selection process is documented. Liaise and assist schemes various employment schemes in a complementary capacity subject to National Policy and local agreements. Provide assistance with the appointment of teachers and non-teaching staff. Maintain school personnel files. Ensure all staff files are accurately and securely maintained in line with Data Protection legislation. Maintain teacher attendance records and the consequential work that arises when part-time teachers undertake substitution work. RECEPTION DUTIES Meet all visitors (parents, officials, community leaders, etc.). Process incoming and outgoing communications – emails, mail, fax, telephone, ensuring that all information is conveyed to the appropriate persons. SECRETARIAL DUTIES All school secretarial work, emails, typing, filing, copying etc. Board of Management affairs – issuing agendas, attending meetings, producing minutes, providing all necessary documentation to Board members, and submitting copies of minutes to the Department of Education. Maintaining all items of office equipment. SECRETARY TO PRINCIPAL Secretarial and administrative functions on behalf of the Principal in their role as School Principal and Secretary to Board of Management. Maintain, on behalf of the Principal, all confidential items relating to the administration and management of the school. Advise the Principal on the administrative implications of proposed policy changes. PROCUREMENT Maintain school order books, acquiring tenders, submit requisitions to Principal for approval and ensure goods ordered are delivered in good condition as per specifications. Manage ordering of materials in accordance with school guidelines and Procurement Frameworks as required. Provide administrative support for school extra-curricular and fundraising events. ADMISSIONS & EXAMINATIONS Administer and prepare documentation in connection with new admissions, including communication with parents, subject option forms, booklists, and preparation for open days / evenings. Collate and provide administrative support with examination papers (scientific symbols etc.), reproducing papers and ensuring that all papers are treated in a secure and confidential manner. Provide administrative support for school timetables, result sheets, attendance sheets, and student results. RECORDS AND RETURNS Compile and maintain of a student database management system. Support the use of VSWare / Advanced or other school system and PPOD. Prepare and submit all returns to the Department of Education & Youth and other statutory bodies. Prepare and submit of ad hoc returns to the Department of Education Youth. INFORMATION TECHNOLOGY Acceptance and co-operation with operating of IT / Finance / administration systems, approved by school management, which are designed to enhance management information services and participating in training courses as required. HEALTH AND SAFETY Co-operate fully with Health and Safety procedures and play an active role in so far as the position allows. OUTSIDE AGENCIES Liaise with outside agencies – local primary and post primary schools, Department of Education & Youth, ETBs, sporting organisations, community groups, local employers, government schemes etc. Qualifications, Skills, and Experience required: Previous experience in an administration role. Knowledge of managing accounts, budgeting, and preparing financial reports. Knowledge and experience of accounts software package(s). Strong IT skills particularly Excel and MS Office package. Ability to communicate well (both written and oral), including with staff, parents, and students. Ability to complete tasks to deadline. Well organised with experience in developing efficient administrative systems. Capacity to build positive working relationships with senior management and colleagues in the school. An understanding of working in a school environment desirable. Please note: Garda vetting will apply in respect of this position. The successful applicant will be required to complete a medical examination by the school’s medical advisor. References will be sought following the interview process. Location: St. Caimins’ Community School, Shannon, Co. Clare Nature of the Post: Permanent position with a 12-month probationary period. Reporting Relationship: The Clerical Officer will report on a day-to-day basis to the Principal. Salary: Grade III (new entrants salary scale is €31,619 - €48,925 LSI). Hours of Work: 35 hours per week, Monday to Friday.
Business Support Co-Ordinator
What is the opportunity? This is an exciting opportunity to start your career in financial services. Northridge is unique in that we offer an end to end experience. Starting from the intermediary interaction to dealing with the end customer and everything in-between. Upskill opportunities are readily available which means internal progression is an everyday reality within Northridge Finance. Please note this team work on a shift pattern basis and candidates need to be available to work evenings and weekends. In this role you will -
Corporate Learning and Development Coordinator
Location: Dublin, Cork or Galway Tenure: Permanent Additionally, HIQA may create a panel for future permanent and fixed term vacancies that may arise. Blended Working: 1 - 2 days a week in the office and the remainder of the working week spent working from home. Further information can be found below in the Principal Conditions of Service under Blended Working Arrangements. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: Overall responsibility of this role holder is supporting the timely delivery of learning and development programmes and projects. 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 everyday 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 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 (€59,435) 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: Higher Executive Officer (PPC) €59,435 €61,173 €62,908 €64,640 €66,380 €68,111 €69,849 €72,353¹ €75,788² After 3 years’ satisfactory service at the maximum 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 29 days per annum, 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.
Corporate Learning and Development Coordinator
Location: Dublin, Cork or Galway Tenure: Permanent Additionally, HIQA may create a panel for future permanent and fixed term vacancies that may arise. Blended Working: 1 - 2 days a week in the office and the remainder of the working week spent working from home. Further information can be found below in the Principal Conditions of Service under Blended Working Arrangements. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: Overall responsibility of this role holder is supporting the timely delivery of learning and development programmes and projects. 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 everyday 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 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 (€59,435) 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: Higher Executive Officer (PPC) €59,435 €61,173 €62,908 €64,640 €66,380 €68,111 €69,849 €72,353¹ €75,788² After 3 years’ satisfactory service at the maximum 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 29 days per annum, 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.
Corporate Learning and Development Coordinator
Location: Dublin, Cork or Galway Tenure: Permanent Additionally, HIQA may create a panel for future permanent and fixed term vacancies that may arise. Blended Working: 1 - 2 days a week in the office and the remainder of the working week spent working from home. Further information can be found below in the Principal Conditions of Service under Blended Working Arrangements. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: Overall responsibility of this role holder is supporting the timely delivery of learning and development programmes and projects. 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 everyday 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 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 (€59,435) 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: Higher Executive Officer (PPC) €59,435 €61,173 €62,908 €64,640 €66,380 €68,111 €69,849 €72,353¹ €75,788² After 3 years’ satisfactory service at the maximum 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 29 days per annum, 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.
Court Delays Assessor
Vacancies Applications are invited from suitably qualified candidates who possess the relevant expertise and experience for the role of Court Delays Assessor. This is an excellent opportunity for successful candidates to work in conjunction with the Chief Court Delays Assessor in relation to the provisions of the Act. The Role The Court Delays Assessor will receive administrative assistance in their work from a small team of Department of Justice, Home Affairs and Migration staff (known as Designated Officers under the Act). The amount of time that will be required to carry out the role of Court Delays Assessor (while adhering to the timelines set out in the Act) on an annual basis will be dictated by the number and type of claims received. Principal Duties and Responsibilities The principal duties of the Court Delays Assessor include the following: Please note: Qualifications / eligibility may not be confirmed until the final stage of the process. Therefore, those candidates who do not possess the essential requirements on or by the dates as specified and proceed with their application are putting themselves to unnecessary effort / expense and will not be offered a position from this competition. The onus is on the candidate to ensure they fulfil the eligibility requirements as set out. publicjobs reserves the right to deem an applicant ineligible at any stage if it is apparent that the candidate does not hold the required eligibility / qualifications, e.g. from the submitted application form. Candidates who are unable to demonstrate that they hold / will hold the required qualification(s) / membership(s) etc. by the deadline specified may be withdrawn from the competition at any stage. An invitation to tests, interview or any element of the selection process is not acceptance of eligibility. Candidates who are placed on a panel and come under consideration for a position will be required to provide documentary evidence of their eligibility, including qualifications (where applicable). Please be aware a transcript of results may be required; therefore, the onus is on candidates to have this information available if requested by publicjobs. Eligibility to Compete and Certain Restrictions on Eligibility Eligible candidates must be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who has a Stamp 4 permission1 or a Stamp 5 permission. 1 Please note that a 50 TEU permission, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. Terms of Appointment (1) Subject to the Act, the Court Delays Assessor shall hold office for 5 years from the date of their appointment. (2) The Court Delays Assessor, whose term of office expires by the effluxion of time, shall be eligible for re-appointment. The position of the Court Delays Assessor is a statutory position created under the Court Proceedings (Delays) Act 2024 and is appointed by the Minister for Justice, Home Affairs and Migration, following a public competition held by publicjobs, in accordance with the 2024 Act. The Court Delays Assessor is independent in the performance of their functions under the Act and is not an employee of the Department of Justice, Home Affairs and Migration. Fee payments The Court Delays Assessor will be paid on a case-by-case basis at €250 per case in cases wholly directly by them. Such fees are payable subject to compliance with the One Person One Salary (OPOS) principle in respect of serving public sector employees and are subject to taxation. Though travel is unlikely to be a necessary requirement of appointees in carrying out their role(s), should this be required, travel and subsistence reimbursement in accordance with rates published by the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation from time to time for the civil service will be provided for essential travel. Resignation, removal, disqualification, ineligibility for office of the Court Delays Assessor Section 7 of the Act sets out the conditions and circumstances governing the resignation, removal, disqualification, and ineligibility for the office of the Court Delays Assessor.
National Co-ordinator
Introduction: Waterford City & County Council currently host the National Office for Healthy Ireland Local Government under Service Level Agreement with the Department of Health until 31st December 2027. The Healthy Ireland Local Government National Co-ordinator will be assigned to Waterford City & County Council for the period of the above SLA. The post holder will provide national leadership and coordination for two main programmes of Healthy Ireland, the Healthy Cities and Counties programme and Sláintecare Healthy Communities. Healthy Ireland Local Government is focused on encouraging the 31 local authorities across Ireland to work to improve wellbeing outcomes and address health inequalities, which is supported with whole-of-government approaches and backed by strong political interventions and support. With this approach, Healthy Ireland Local Government seeks to enable greater participation and empowerment of local communities to reduce the widening gap in health inequalities and improve wellbeing at the local level. Healthy Cities and Counties National Network: The Healthy Cities programme is a global World Health Organization (WHO) movement, set up initially in 1987. The concept is based on the importance of local action and the key role of local governments and Local Authorities in health and sustainable development. As the WHO Healthy Cities programme expanded, National Networks were established. National Networks connect and support all cities and counties within their country. Today, there are accredited National Networks in 20 countries in the WHO European Region, bringing together more than 1,100 cities, counties and towns. The National Healthy Cities and Counties of Ireland Network is an accredited National Network of the WHO. The aim of the National Healthy Cities and Counties of Ireland Network is to develop a structure to support Local Authorities to implement the Healthy Ireland Framework. A healthy city or county works to: improve health and wellbeing by creating and continually improving its physical and social environments develop community resources that help people to support each other and achieve their potential Sláintecare Healthy Communities: Health inequalities are avoidable, unfair and systematic differences in health between different groups of people. The aim of the Sláintecare Healthy Communities Programme (SHCP) will be to improve the long-term health and wellbeing of people who live in areas of highest health inequality. SHCP has five main goals: Deliver evidence-based programmes that prevent premature non-communicable disease mortality by increasing behaviours that reduce risk, such as physical activity, good nutrition, smoking cessation, social connection and good parenting. Facilitate cross-government collaboration to align service delivery and to address service provision gaps in the selected areas. Ensure that identified communities have ownership of the SHCP programme and that people are engaged and enabled by its initiatives. Build a national, regional, and local governance and implementation structure with responsibility for the oversight, implementation, accountability and learning from SHCP. Integrate a policy–practice learning cycle into the governance and implementation processes that works to implement a “health in all policies” approach. The Role: This post will present the successful candidate with an opportunity to lead and facilitate the implementation of two innovative Social Determinants of Health focused strategies that promote equality in health and wellbeing outcomes and address health inequalities. The post holder will work in partnership with a range of statutory and community authorities, networks, and agencies to collaboratively develop and deliver the programmes. The core partnerships include all 31 Local Authorities, the HSE, multiple state agencies and organisations focused on community development, poverty, equality, and social inclusion and the WHO European Office, specifically the European Network of Health Cities. The post will be hosted by a Local Authority within the programme but will be responsible for coordination of Local Development Officers and Healthy Cities and Counties Coordinators nationally. Currently, the National Office is hosted by Waterford City & County Council under SLA until December 2027. The post is funded by the Department of Health and the HILG National Coordinator will report to the HILG National Steering Committee, the National Committee of Healthy Cities and Counties and to the Department of Health. The co-ordinator will also report to the County and City Management Associations’ (CCMA) nominated committee, currently the CCMA Rural, Community & Culture Committee. The CCMA will provide the oversight and overall local government sector guidance on all matters relating to the Healthy Ireland Local Government programmes. The National Co-ordinator Healthy Ireland (Local Government) duties include but are not limited to the following: Lead on and work closely with policy colleagues, the 31 local authorities, and civil society organisations in the development and delivery of the Sláintecare Healthy Communities structures and Healthy Cities & Counties structures at a local, national and European level. Guide and support Sláintecare Healthy Communities Programme Development Officers and Healthy Cities & Counties Coordinators in progressing their programmes at a local level. Guide and support local coordinators in progressing HILG. Provide training, supports and guidance to the implementation of local wellbeing initiatives. Support the establishment of Sláintecare Healthy Communities in any new areas and the expansion of the programme in the existing 24 areas. Lead on the development of an overarching HILG national implementation plan to guide and direct the coherent implementation of HILG, in conjunction with national partners including the relevant Local Authorities, the HSE, and community representatives. Support evaluation and monitoring processes of the Department of Health programmes and encourage relevant research opportunities at national and local level to ensure alignment and engagement with data collection. Play a lead role in setting up processes to identify and address barriers and challenges to the implementation of HILG, problem-solving with HILG partners nationally and locally. Support the development of a practice-to-policy learning and development cycle that is inclusive of local communities, to bring shared experiences, learning and challenges from local to national levels. Work closely in HILG structures with partners across Government Departments, local authorities, national agencies, and the anti-poverty and community development sector to identify and address systemic issues and challenges identified through HILG community practice experience. Produce concise, clear, well-structured written reports, submissions and senior officials briefings and respond to requests for information as required. Encourage Irish WHO European Healthy Cities Network city accreditation and participation across the European Healthy Cities Network. Manage and administer the effective running of the National HILG Office. ESSENTIAL REQUIREMENTS The Minister for Housing, Local Government and Heritage has declared that the qualifications for National Co-ordinator Healthy Ireland are as set out hereunder: Character Each candidate must be of good character. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education, Experience, Etc. Each candidate must, on the latest date for receipt of completed application forms: (a) Be well educated; (b) Have significant experience at an appropriate level in leading teams and managing resources; (c) Possess a high standard of administrative and management experience at an appropriate level; (d) Have experience of policy / strategy implementation in a complex environment; (e) Have a satisfactory knowledge of public service organisation or the ability to acquire such knowledge. The ideal candidate shall have the following Skills and Experience: Each candidate must, on the latest date for receipt of completed application forms, meet the above essential criteria. The Office The office is whole time, permanent and pensionable. The holder of the office shall not engage in any gainful occupation, other than as an officer of a local authority, to such an extent as to impair the performance of their duties as an officer of a local authority or in any occupation which might conflict with the interests of the local authority or which might be inconsistent with discharge of their duties as a local authority officer. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply: (i) There shall be a period after such appointments take effect during which such persons shall hold the position on probation; (ii) Such period shall be a maximum of 12 months; (iii) Such persons shall cease to hold the position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. Salary The salary shall be fully inclusive and shall be as determined from time to time. The holder 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 the post or in respect of any services which they are required by or under any enactment to perform. The salary scale for the position of National Co-ordinator Healthy Ireland is: Salary Scale effective from 1st February 2026: €81,777 - €82,506 - €85,715 - €88,944 - €92,179 - €95,379 - €98,600 - €102,252 (LSI1) - €108,074 (LSI2) Salary for the post shall be in accordance with existing practice as set out in relevant circulars. Starting pay for new entrants will be at the minimum of the scale. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Residence The holder of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Start Date The Local Authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than three months and, if they fail to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the Local Authority shall not appoint them. Duties In accordance with Section 159(3) & (4) of the Local Government Act 2001, an employee of the local authority shall perform the duties of the office and give the local authority, under the general direction and control of the Chief Executive or of such other officer as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as are required for the exercise and performance of any of its powers, functions and duties. The employee shall also exercise such powers, duties and functions as may be delegated to them by the Chief Executive from time to time, including the duty of servicing all committees that may be established by the local authority and such duties as may be required in relation to the area of any local authority. The holder of the office will, if required, act for an officer of a higher level. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours gross per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties, subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. Annual Leave The annual leave allowance for the position of National Co-ordinator Healthy Ireland is 30 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the public service, is based on a five-day week and is exclusive of the usual public holidays. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. Superannuation Contributions 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. 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). All persons who become pensionable officers of a local authority are required, in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme, 1986, to contribute to the local authority at the rate of 1.5% of their pensionable remuneration or net pensionable remuneration, whichever is relevant, and in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority for the first time on or after 1 January 2013 are liable to pay the Class A rate of PRSI contribution and are required, in respect of superannuation, to contribute at the rate of 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) plus 3% of pensionable pay.
Account Executive
Job Description Where you’ll work : Ireland Sales at GoTo At GoTo, our Sales team connects businesses and people with technology solutions that simplify and empower daily life. We continually improve our approach by using innovation and practical AI to help you find new opportunities, personalize outreach, and deliver results for our customers and partners. Here, you’ll use creative problem-solving and data-driven insights to prospect effectively and match our solutions to each unique need. Join our team, where your ideas and ambition help us better support our customers and shape GoTo’s future. Your Day to Day As an Account Executive, you would be working on
Business Manager
GET TO KNOW US Here at Trinny London, we’re changing the face of makeup and demystifying skincare, and we're only just getting started. Founded in 2017 by Trinny Woodall, Trinny London is challenging people all over the world to rethink their routines. Are you ready to rethink your routine? We’re looking for a Business Manager to join our sparkling Dundrum team located in Brown Thomas. This role will report into the Regional Manager and be responsible for the day to day running of our Dundrum counter. A Trinny London Artist is the true heart of where everything happens. You’ll be responsible for embodying our mission of giving our customers the tools they need to be their best every day using our stackable, portable, curated makeup and our award-winning skincare. You’ll do this by combining your next-level artistry skills with impressive product knowledge and a passion for people. You believe in the product being accessible to everyone, and you can adapt your style to suit the needs of who you’re talking to. KNOW THE ROLE Your daily to-dos might look like this: We love to hear from anybody interested in Trinny London! Although it’s useful to have the skills listed above, we’re always eager to hear from ambitious people looking for their next challenge. KNOW HOW WE WORK Experience is our business : Our customer engagement sets the bar in service and experiential retail, giving our customers something to love every time. We Are More Than Shops: We create enjoyable places, to excite, where people socialise, discover, learn and are inspired, and where local communities are enriched. We are Curators: Our unique range of product and services are key to the sense of excitement that Brown Thomas Arnotts is renowned for, whether for a special day or every day, things that make our customer’s lives better. We Care for Our People: We believe a great customer experience starts with a great people experience. That is why we promote a culture where talent is nurtured and where creativity and learning are valued. We Succeed by Working Sustainably: We are community-focused and our aim is to cultivate retail environments that are conscious, considerate and commercial. Back Share Apply Now
Sales Consultant
Salary: €14.15 per hour We are passionate about making people feel special by delivering world class luxury shopping experiences to our customers.We’re not here to simply sell a product. We’re here to connect with our customers and create lasting memories. We impress them with exceptional knowledge of our exclusive product ranges and premium brands. If you have a passion for delivering outstanding customer experiences and would like to work with some of the world’s most prestigious jewellery, diamond and watch brands, we have an exciting opportunity for you. ABOUT YOU Passionate about delivering outstanding experiences to our customers Fascinated by our products and have a love for all things jewellery, diamonds, and watches. A team player who helps and supports your colleagues when needed. A great communicator with excellent interpersonal skills and a genuine interest in interacting with others. Proactive with a positive can-do attitude. Self-motivated and driven to achieve great results. A fast learner who is keen to embrace new challenges. Experience in a customer facing role ideally within a premium or luxury retail environment. Flexible and available work late nights, weekends, and key trading dates. WHAT YOU’LL BE DOING Play your part in creating great customer experiences. Share your passion for our products with our customers. Consistently achieve personal sales targets and key performance targets. Live by our values (passion, teamwork, respect and trust, positivity, love learning). Follow store standards, policies, and procedures. Create a luxury retail environment with high standards of visual merchandising and replenishment. WHAT’S IN IT FOR YOU When you join us, we’ll give you everything you need to get off to a great start; a full induction, excellent training and a Store Development Coach that will support you during your first few months. We value our teams for always going the extra mile and reward this with great benefits, including: Commission scheme based on sales performance A generous discount scheme for you, your family, and friends Annual leave that will increase with length of service Holiday purchase scheme Pension Scheme Uniform allowance Refer a Candidate Scheme Mental health, wellbeing and legal support from our expert health and wellbeing partners Health Assured Bike to work scheme A Volunteer Day with a charity of your choice Social events and activities throughout the year with our Time for Wellness and Recognition scheme We are an equal opportunities employer
