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Sort by: relevance | dateGraduate Planner
THE ROLE Graduate Planners work within the planning section. The section works broadly under four headings as follows: Forward Planning, Development Management, Enforcement and Public Realm. Local Authorities also pay a key role in supporting economic development and enterprise promotion at a local level. QUALIFICATIONS1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa: or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 4. Education, Training and Experience etc. Each candidate must, on the latest date for receipt of completed application forms: hold an honours degree (level 8 in the National Framework of Qualifications) in Planning. PARTICULARS OF EMPLOYMENT1. The Post The post is wholetime (i.e., 35 hours per week) 3 year Fixed-Term Contract. 2. Location Longford County Council reserves the right to assign the successful candidates 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. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period, or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements Graduate Planners report directly to the appropriate supervisor in the Section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Graduate to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Graduate has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. 7. Remuneration The current salary scale for the post of Graduate Planner is €39,346 - €49,947 gross per annum (Circular EL 07/2025), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by PayPath directly to the employees nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. 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. 8. Superannuation & Retirement 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 who becomes a pensionable employee 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 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 pensionable remuneration in accordance with the terms of the scheme. 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). 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 coordinated with the State Pension Contributory. The retirement age applicable to an employee is determined in accordance with the rules governing the relevant Superannuation Scheme to which they belong. 9. Annual Leave The current annual leave entitlement for Graduate Planner is 24 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Graduate of Longford County Council retains autonomy with regard to office closures, (e.g., Christmas Office Closure), any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 10. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. 12. Training Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training.
Assistant Unit Manager
Principal Duties and Responsibilities Operations Key Areas of Responsibility: Driving Licence Successful candidates will be required to hold a current full clean Driving Licence – Category B, prior to commencement of employment. Health A candidate must be fully competent and capable of undertaking the duties attached to the position and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service, which will include sporting and leisure activities as well as an ability to be fully involved in physical restraints where necessary (training will be provided). Character Each candidate must be of good character. Age Age restrictions shall only apply to a candidate where s/he is not classified as a new entrant (within the meaning of the Public Service Superannuation Act 2004). A candidate who is not classified as a new entrant must be under 65 years of age. Communication Candidates must have a good command of the English language. Principal Conditions of ServiceGeneral The appointment is made under Section 180 of the Children (Amendment) Act 2015. Salary The current salary for the position (effective 1 August 2025) is as follows: Personal pension contribution (PPC) rate: The salary scale for the post as of 1 August 2025 is: Point 1 €65,740 to Point 12 €78,295 Secure Unit Allowance of €2702 pro rata. This rate will apply where the appointee is newly recruited to the civil or public service or is an existing civil or public servant appointed on or after 6 April 1995 and is required to make a personal pension contribution. A different rate may apply where the appointee is a civil or public servant recruited before 6 April 1995 and who is not required to make a personal pension contribution. Important notes relating to salary: Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation. The rate of total remuneration may be adjusted from time to time in line with Government pay policy as applying to public servants generally. Subject to satisfactory performance, increments may be awarded in line with current Government policy. Tenure and Probation The appointment will be made as a whole-time permanent position in the Public Service. The individual must serve a probationary period of 9 months. Should the appointee’s services be unsatisfactory as regards health, conduct or efficiency generally during the probationary period, the position may be terminated at any time by the Board of Management. Location Oberstown Children Detention Campus is located in Lusk, Co. Dublin. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less 39 hours 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 his/her 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. This role is based over seven days on a roster basis. Annual Leave In addition to the usual public holidays, the annual leave for this position is 30 working days. 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 Public Service Sick Leave Scheme. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the public service, at the time of being offered an appointment. In general, this means being offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Single Scheme can be found at http://www.singlepensionscheme.gov.ie/ The maximum retirement age for most Single Scheme members is age 70. Different terms and conditions related to superannuation and retirement may apply to candidates who have worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment, or is currently on a career break, or is on special leave with or without pay. The pension entitlements and maximum retirement age, if applicable, of such appointees will be determined in the context of their public service employment history.
Carpentry & Joinery Technician
Location of Post Dublin College Dún Laoghaire Salary Scale €41,215 p.a. - €71,528 p.a. Long service Increment 1, €73,913 after three years satisfactory service at the maximum. Long Service Increment 2, €75,466 after three years satisfactory service at LSI 1 New appointees to any grade start at the minimum point of the scale. Incremental credit is normally granted on appointment, in respect of current experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies. Working Week 39 hours per week (exclusive of one hour lunch) Annual Leave 27 working days per annum. Probation In accordance with S.I. No. 686/2022 - European Union (Transparent and Predictable Working Conditions) Regulations 2022, the period of probation shall not exceed 12 months. Superannuation Membership of the ETB Superannuation Scheme and of the ETB’s Spouses and Children’s Scheme is automatic and compulsory. Equality, Diversity & Inclusion In accordance with ETB’s commitment to equality of opportunity for all job applicants, you are asked to request any reasonable accommodation in sufficient time to ensure you can participate fully in the recruitment process. Please contact recruitment@ddletb.ie should you require any assistance. Job Objectives Overview of the Role To provide organisation, preparation and machining of materials for classes and the maintenance of health and safety standards of machines and equipment within the workshops and machine shop as directed by the Principal in line with practices and procedures of DDLETB. Duties and Responsibilities
Inspector, Designated Centres for People with Disabilities
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Inspector role operates as a member of a team of inspectors responsible for the regulation of designated centres for People with Disabilities. The role Inspector, Designated Centres for People with Disabilities as advertised will carry out all regulatory activities in accordance with HIQA’s policies, processes and procedures to determine compliance with legislation and national standards, report publicly on findings and respond appropriately when service providers do not meeting requirements. HIQA intends to create a panel(s) for anticipated vacancies that may arise in the Cork, Dublin and Galway Offices. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of every day work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation and working together. Common TasksTeam Member Prior to Appointing Prior to recommending any candidate for appointment to this position HIQA will make all such enquires that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment not accept the appointment, or, having accepted it, relinquish it, HIQA may at its discretion, select and recommend another person for appointment on the results of this selection process. Deeming of Candidature to be Withdrawn Candidates who do not attend for interview when and where required by the Health Information and Quality Authority, or who do not, when requested, furnish such evidence as the Health Information and Quality Authority require in regard to any matter relevant to their candidature, will have no further claim for consideration. Confidentiality Subject to the provisions of the Freedom of Information Acts 2014, all enquiries and applications are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in the process.
Inspector, Designated Centres for People with Disabilities
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Inspector role operates as a member of a team of inspectors responsible for the regulation of designated centres for People with Disabilities. The role Inspector, Designated Centres for People with Disabilities as advertised will carry out all regulatory activities in accordance with HIQA’s policies, processes and procedures to determine compliance with legislation and national standards, report publicly on findings and respond appropriately when service providers do not meeting requirements. HIQA intends to create a panel(s) for anticipated vacancies that may arise in the Cork, Dublin and Galway Offices. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of every day work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation and working together. Common TasksTeam Member Prior to Appointing Prior to recommending any candidate for appointment to this position HIQA will make all such enquires that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment not accept the appointment, or, having accepted it, relinquish it, HIQA may at its discretion, select and recommend another person for appointment on the results of this selection process. Deeming of Candidature to be Withdrawn Candidates who do not attend for interview when and where required by the Health Information and Quality Authority, or who do not, when requested, furnish such evidence as the Health Information and Quality Authority require in regard to any matter relevant to their candidature, will have no further claim for consideration. Confidentiality Subject to the provisions of the Freedom of Information Acts 2014, all enquiries and applications are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in the process.
Inspector, Designated Centres for People with Disabilities
Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The Inspector role operates as a member of a team of inspectors responsible for the regulation of designated centres for People with Disabilities. The role Inspector, Designated Centres for People with Disabilities as advertised will carry out all regulatory activities in accordance with HIQA’s policies, processes and procedures to determine compliance with legislation and national standards, report publicly on findings and respond appropriately when service providers do not meeting requirements. HIQA intends to create a panel(s) for anticipated vacancies that may arise in the Cork, Dublin and Galway Offices. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of every day work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation and working together. Common TasksTeam Member Prior to Appointing Prior to recommending any candidate for appointment to this position HIQA will make all such enquires that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment not accept the appointment, or, having accepted it, relinquish it, HIQA may at its discretion, select and recommend another person for appointment on the results of this selection process. Deeming of Candidature to be Withdrawn Candidates who do not attend for interview when and where required by the Health Information and Quality Authority, or who do not, when requested, furnish such evidence as the Health Information and Quality Authority require in regard to any matter relevant to their candidature, will have no further claim for consideration. Confidentiality Subject to the provisions of the Freedom of Information Acts 2014, all enquiries and applications are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in the process.
Traffic Control Room Operator
THE JOB The Traffic Control Room Operator will be part of the Control Centre Team and will report to the supervisor of the Control Room or such other designated officer. The Control Centre Team acts as the main liaison, monitoring and notification centre for Dublin City Council (DCC) and for a number of other authorities and agencies, operating on a shift basis and providing a 24 hour/7 day a week service. The Traffic Control Room Operator will monitor the various systems in place in the Control Room and take actions as required and authorised. The Traffic Control Room Operator is expected to take calls from the public and other agencies and, in turn, to contact both City Council staff and contractors as required. They will also be responsible for the clerical/administrative duties of the section and carrying out of inspections. The role requires the ability to assess situations, follow procedures and consult with experts as required as well as working as part of strong team. THE IDEAL CANDIDATE SHALL • possess excellent communication skills and have the ability to engage with a wide range of people; • possess good organisation skills and be capable of keeping written reports as required; • have an ability to work on own initiative, in an independent environment and without constant supervision; • have a willingness to learn and aptitude to use new information systems; • have an ability and willingness to learn and execute new skills and to provide and participate in appropriate training courses where required; • be available to work on a shift basis including consecutive weekends and varying amounts of nightshifts; QUALIFICATIONS CHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed applications:- (a) have attained such a standard of education as would enable the candidate to carry out efficiently the duties of the post:- (i) have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certification Vocational Programme. (At least Grade B in Foundation Level Mathematics and Grade C in Foundation Level Irish may be considered as equivalent to Grade D (or a Pass), in Higher or Ordinary Level, from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme); Or (ii) 2 years’ service as an employee of Dublin City Council; (b) have a good knowledge of traffic issues facing Dublin City Council; (c) have an awareness of the approaches Dublin City Council is taking towards traffic management; (d) possess good IT skills and have an ability to work with databases, spreadsheets and word processing systems; (e) have satisfactory experience providing customer service; (f) possess good leadership skills and have capacity to supervise and control staff; (g) have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. DUTIES The duties of the post include, but are not limited to, the following:- • operating all the current systems in the Traffic Control Room (including SCATS, CCTV cameras, VMS, RTPI, Congestion Map, Traffic Freephone, fault management systems etc.) and operating new systems as they are installed in the Traffic Control Centre; • monitoring traffic, taking appropriate action and informing appropriate agencies; • preparing reports and recording/logging faults and complaints; • identifying illegally parked vehicles and providing details to enforcement services; • liaising with other agencies (e.g. Dublin Bus, An Garda Síochána, Dublin Port Tunnel Control Centre, LUAS Control Centre, National Roads Authority and other local authorities etc.) as required; • responding to public enquiries (including Traffic Freephone and emergency services as required) and providing information and advice to members of the public; • supervising, training and assisting other staff working in the Traffic Control Room as required; • monitoring all cameras and information systems in the Traffic Control Room and providing traffic information in a variety of different modes including Web, SMS, email etc.; • attending any training courses which the City Council may deem necessary; • carrying out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) the local authorities or bodies for which the Chief Executive is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Traffic Control Room Operator will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment question(s) will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and/or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment question(s). It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies; • Delivering Results • Personal Performance • Communicating Effectively • Personal Effectiveness • Knowledge of Local Authority Sector Services Please see page 8 of the Candidate Information Booklet for more details. SALARY: The salary scale for the position of Traffic Control Room Operator is; €35,613; €37,740; €40,759; €42,741; €44,475; €46,153; €48,417; €50,056; €51,722 (Maximum); €53,296 (1st LSI) (after 3 years satisfactory service on the Maximum); €54,911 (2nd LSI) (after 3 years satisfactory service on the 1st LSI). A one quarter shift allowance may also be applicable. In addition, a Shift Leader Allowance may be payable. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011, will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 39 hours per week. The holder of the post will be required to work these hours on a 3-shift basis. The Control Room operates on a 24-hour basis, seven days a week, 365 days of the year. Shifts as follows: 07:00hrs. – 15:00hrs. 15:00hrs. – 23:00hrs. 23:00hrs. – 07:00hrs All applicants must refer to the Additional Candidate Information Booklet which can be found at https://careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable. (b) Postholders are rostered to fulfil the 24/7 operational requirements of the Control Centre. (c) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (d) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council. CITIZENSHIP Candidates must, by the date of application be; a) a citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway, or b) a citizen of the United Kingdom (UK), or c) a citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons, or d) a non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa, or e) a person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa, or f) a non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and we hereby reserve the sole discretion to vary the above requirements from time to time subject to the business needs and staffing requirements. IRISH PROFICIENCY As part of our ongoing commitment to support the Irish language, our leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, we are gathering information on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, we are asking all applicants to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any employee of the City Council or person nominated by the City Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection/interview process e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their Email Account as email notifications of updates may sometimes be filtered into your Junk/Spam email folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
Resettlement Support Worker
The Resettlement Support Worker is the link between the refugee family and the community into which they are resettled. They will report to the Implementing partner and the Resettlement Inter-agency Working Group at a local level. The role of the Resettlement Support Worker is : · to support refugees in the first weeks after they are resettled within the community, · to develop programmes and activities to promote participation and inclusion of the refugees in wider society · to develop mechanisms that promote self-sufficiency, and independent living. The role of the Resettlement Support Worker during the initial months is to ensure that the resettled refugees can move seamlessly into their new homes, that they are linked with the local service providers, that they have a point of contact should issues arise and that they are in receipt of applicable benefits and entitlements. The RSW also ensures that programme refugees are linked to mainstream service providers in the immediate period after resettlement. Key services include childcare, dental and optical services, medical appointments as well as linkages to sporting and other local activities. Other tasks undertaken by the RSW include: · monitoring and reporting incidents of racism and discrimination ; · making appropriate provision for persons with special needs, including working with mainstream service providers to access appropriate services outside of the area; · identification, in consultation with the programme refugees, of any training programmes needed to prepare for entry into the labour market as well as liaising with the mainstream service providers to encourage participation in such programmes; and · attending and reporting to the Inter-agency Resettlement Working Group meetings. The Resettlement Support Worker is not intended to replace mainstream service provision but should identify where gaps arise and should guide the refugee in how to access mainstream services. The Resettlement Support Worker links the refugee families to programmes and activities available in the community, such as after-schools programmes, women’s groups and sports clubs to promote participation by the refugees in the community. The Resettlement Support Worker should identify resources that will promote the long-term integration of the families. He/she also organises drop-in clinics for families to discuss any issues arising with regard to service provision and should develop strategies for addressing such issues and report to the Inter-Agency Working Group. Exit Strategy. At this point, refugee families should be in a position to manage their lives independently. The Resettlement Support Worker is required to submit interim and annual reports, including reports on budgets and expenditure to the Inter-Agency Working Group. ESSENTIAL QUALIFICATIONS FOR THE POST 1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship : Candidates must, by the date of any job offer, be: i. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom (UK); or iii. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or iv. A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or v. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or vi. A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 4. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: a) Hold a recognised qualification (at least level 7 in the National Framework of Qualifications) in a relevant discipline such as community development, education or social science. b) Have at least 3 years’ experience working in a similar type role with diverse groups in a community development setting; c) Possess a good working knowledge of the mainstream model of integration and the policies which govern Ireland’s International Protection system, Irish Refugee Protection programme and Temporary Protection programme; d) Have experience of providing individual support and outreach; e) Have experience of working with other external agencies and organisations including both voluntary and public sector; f) Possess a good working knowledge of the youth sector and the ability to connect International Protection (IP) applicants, Programme Refugees and Beneficiaries of Temporary Protection (BOTP) aged 15-24 years with the appropriate support services; g) Have a strong understanding of the concept of cultural diversity and the ability to adapt working approach to embrace many different nationalities and cultures; h) Have a thorough knowledge of the principles and processes of community development with expertise in a broad range of development models, particularly those appropriate to minority ethnic groups; i) Have a satisfactory knowledge of public service organisation or the ability to acquire such knowledge. Driving Licence Requirement Applicants should at the date of applying hold a full unendorsed valid Irish /EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence, (Link below). https://www.ndls.ie/help/faq.html#exchange-of-foreign-driving-licences *Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. Desirable: It is desirable that candidates should have the following: · A background or specific knowledge of international development. · Fluency in written and spoken English. · An understanding of the cross-cultural issues affecting families arriving from a war-torn state under traumatic circumstances, and an ability to deal with those families empathetically while maintaining an ethical and professional stance. · Knowledge of other languages especially those likely to be spoken or understood by Programme Refugees. Each candidate must include on the application form details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc. Type of Post Future relevant temporary posts will be filled from the panel(s) formed. The post(s) will be whole-time, temporary and pensionable. Remuneration The annual salary (Circular EL 07-2025, Revised Local Authority Scales Operative from 1st August 2025) is as follows: (Analogous to pay scale of Senior Staff Officer) Point 01/08/2025 1 €57,322 2 €58,689 3 €60,356 4 €63,491 5 €65,363 LSI 1 €67,690 LSI 2 €70,030 IMPORTANT NOTE: Candidates should note that the starting salary is not subject to negotiation . Entry into the pay scale above the minimum point will only apply to existing public servants in the context of the relevant Government Pay Circulars. Candidates who are not covered by such Circulars will enter the pay scale at the minimum point i.e.€57,322 The rate of remuneration may be adjusted from time to time in line with Government pay policy. The holder of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to and received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. Probation: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 12 months but, the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Hours of Duty The person appointed will be required to work a 35 hour week. The role will involve flexible working hours and will include evening and weekend work for which overtime will not be paid but time-off-in-lieu will be available. The successful candidate will be required to log their hours of work in accordance with the requirements of the Organisation of Working Time Act, 1997 and will be required to co-operate with the use of technologies to record such hours. Annual Leave: The annual leave entitlement will be 30 days per annum. Residence: Holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Work Permit All non-EU/EEA citizens must hold a valid work permit prior to and for the duration of their contract. The work permit must allow you to work full time for Galway City Council. It is the responsibility of individual employees to ensure that you have a valid work permit. If at any stage during your contract you cease to hold a valid work permit you must immediately advise Galway City Council and your employment will cease with immediate effect. Outside Employment: The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. Driving Licence: Applicants should at the date of applying hold a full unendorsed valid Irish /EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence, The successful candidate will be required to provide their own transport. Expenses incurred in work related travel will be recompensed in line with departmental circulars. Garda Vetting: The successful applicant may be required to undergo Garda Vetting prior to appointment. Superannuation Contribution: Persons who become pensionable officers of a local authority, who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of the State Pension Contributory). Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the local authority at the rate of 5% of their pensionable remuneration. Widows & Orphans/ Spouses & Children’s Scheme All persons who become pensionable officers of a local Authority are required, in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme, 1986, to contribute to the local authority at the rate of 1.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension contributory) in accordance with the terms of the Scheme. New Entrants From 1st January 2013 – Single Public Services Pension Scheme FOR NEW ENTRANTS recruited on or after 1st January, 2013 as well as former public servants returning to the public service after a break of more than 26 weeks. The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 applies to your employment. Members of this Scheme are required in respect of superannuation to contribute at the rate of 3% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension contributory) and you are liable to pay the Class A rate of PRSI contribution. Retirement Age: Retirement age will be determined on previous Public Sector Service (if any) and will be advised on appointment. Former Public Service Employees Eligibility to compete may be affected where applicants were formerly employed by the Irish Public Service and previously availed of an Irish Public Service Scheme including: · Incentivised Scheme for Early Retirement (ISER) · Department of Health and Children Circular (7/2010) · Collective Agreement: Redundancy Payments to Public Servants Applicants should ensure that they are not precluded from re-engagement in the Irish Public Service under the terms of such Schemes. This is a non-exhaustive list and any queries should be directed to the applicant’s former Irish Public Service Employer in the first instance. Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.
Production Operative
We are looking for Production Operatives to join our growing production teams. This is an excellent opportunity for the right candidate. You will receive in house training. Candidate Requirements The Role As part of the Boning Hall or the Abattoir team you will be required to: · Work on own initiative and as part of a team. · Meet production targets. · Physical role with lifting and carrying techniques. · Packing orders within our packing hall · Using tools such as knives and saws · Overseeing automated processing equipment. · Working on an disassembly line · Other similar activities onsite. Further specific role details available on enquiry.
Library Assistant
1. The Position The Council is seeking applications from suitably qualified candidates with relevant experience for the position of Library Assistant. It is proposed to form a panel of qualified candidates from which vacancies will be filled during the lifetime of the panel. The Library Assistant will report directly to the Librarian/Staff Officer, or such person as may be assigned from time to time by Donegal County Council. Library Assistants make a valuable contribution to the library service at both local level and centrally by delivering services direct to the public, supporting IT and other systems, and by providing support to library management. The duties of the Library Assistant are consistent with the provision of a modern public library service that is responsive to the changing requirements of its wide range of customers of all ages and backgrounds. The main role of the Library Assistant is the delivery of the library service (public and/or support) in the geographical and functional areas specified in this role description, in line with the priorities identified in The Library is the Place: Information, Recreation, Inspiration and Cultúr le Chéile: Strategic Plan for Culture Division 2022 – 2026 . Donegal County Library The Library Service is based in the Planning, Communities & Culture Directorate of Donegal County Council. The Culture Division comprises the Library Service, the Arts Service, the Regional Cultural Centre, the Museum Service, the Archives Service, the Biodiversity Office and the County Donegal Heritage Office. The library network includes 13 libraries and 8 Taobh Tíre community partnership service points, as well as a Cross-Border Mobile Library Service run in partnership with Libraries NI. The Central Library in Letterkenny is the largest and the busiest library and includes the main Local Studies research collection and Europe Direct, in addition to providing public library services. Online library services and resources are developing rapidly, as are the options for self-service including My Open Library Service. As the Library Service is part of the Culture Division, it is expected that Library Assistants will work with colleagues from across the Division on programmes and projects from time to time. Note A satisfactory competence in the Irish language is deemed necessary in relation to any vacancy within the Glenties Municipal District. An assessment of this competence may be carried out as part of the recruitment and selection process as appropriate. 2. Roles, Duties & Responsibilities The duties of a Library Assistant will be consistent with the provision of a modern public library service that is responsive to the changing needs of customers of all ages and abilities and will include, but are not limited to, the following: • Providing frontline library services; • Answering enquiries, helping students and researchers; • Providing mediated access to library resources in-house and online; • Using and promoting new technologies and assisting the public in using technology such as self service, internet, online resources, digital equipment, iPads, Android tablets, etc.; • Operating the Library Management System to check-in and out material, update patron records, retrieve information, etc.; • Recommending appropriate books for children and adults of different reading levels and interests; • Organising library resources and making them available to users; • Taking an active role in promoting the library service and resources, including the organisation, promotion and delivery of events and activities such as storytelling / rhymetime, book clubs, class visits, lectures, community events, festivals, publications and exhibitions, etc.; • Assisting in the implementation of the Right to Read, Healthy Ireland at Your Library, Skills for Life, supporting Sustainable Development Goals and other national Programmes; • Providing outreach services to schools and other community organisations; • Shelving and keeping books and other media in order; • Sorting, processing, cataloguing and distributing stock; • Collating statistics and maintaining records; • Administrative duties including financial processing; • Forging links between the library, other Culture Division Services and Donegal County Council services, the education sector and the community; • Supporting senior staff in service planning and delivery; • Providing cover in other libraries when required to maintain opening hours and services; • Adhering to all Donegal County Council policies, including Health & Safety and Child Protection policies and procedures; • Any other duties as required by the County Librarian / Divisional Manager, Culture Division. Official Languages (Amendment) Acts, 2021 So that the Local Authority may meet its statutory obligations, a satisfactory competence in the Irish Language is deemed essential for appointment, assignment or re-assignment to Gaeltacht-based offices and offices serving Gaeltacht areas. Competence must be of a level where one can operate through the medium of Irish and provide services to the public in Irish, as per the provisions of the Official Languages (Amendment) Acts, 2021. An assessment of this competence may form an integral part of the recruitment and selection process. 3. Qualifications & Requirements of the Post The Department of Housing, Local Government and Heritage has declared that the qualifications for Library Assistant will be as set out below: (a) Character Candidates shall be of good character. (b) Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Successful candidates will be required to undergo a medical examination carried out by the Council’s Occupational Medical Advisor prior to appointment. (c) Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed applications: I. Each candidate must have a good general level of education. Please Note: Non-Irish qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications. Overseas qualifications must also be accompanied by a translation document. (d) Core Competencies Key competencies for the post include the following, and candidates will be expected to demonstrate sufficient evidence within their application form and at interview of competence under each of these. Please take particular note of these when completing the application form, as any short-listing or interview processes will be based on the information provided by candidates. 4. Particulars of the Post(a) General Donegal County Council proposes to create three panels of qualified candidates for the position of Library Assistant from which it will fill any vacancy that may arise. (b) Probation The successful candidate shall be required to be on probation for an initial period, as determined by the Council. This period may be extended at the discretion of the Council. (c) Remuneration The current annual pay-scale is €31,119 minimum to max LSI2 €48,424 (as per Circular EL 07/2025). Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. New entrants will commence on the minimum point of the scale. (d) Base The base for the post of Library Assistant shall be determined by the Council and will depend on the particular area and service to which the post holder is assigned. The role of Library Assistant may involve some travel, with some trips involving overnight stays, and associated costs covered by the appropriate allowances. (e) Residence Holders of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. (f) Working Hours / Annual Leave The normal hours of work will be 35 hours per week. The Council reserves the right to alter the hours of work from time to time. The Library Assistant role will involve some work outside of normal business hours, including evenings and Saturdays. Annual leave allowance will be a maximum of 30 days for all applicants. (g) Requirement to Drive Candidates shall be required: (a) to possess a full current Category B Driving Licence; (b) to have their own vehicle available for use while performing their duties, and the associated costs will be covered by the appropriate allowances. (h) Citizenship Requirements Eligible candidates must be, on the latest date for receipt of completed application forms: (a) a citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) a citizen of the United Kingdom (UK); or (c) a citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) a non-EEA citizen who is a spouse or child of an EEA, UK or Swiss citizen and has a Stamp 4 visa; or (e) a person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or (f) a non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA Member State, the UK or Switzerland and has a Stamp 4 visa. (i) Conflicts of Interest The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority, or in any occupation which might conflict with the interests of the local authority or which might be inconsistent with the discharge of his duties as a local authority employee. (j) Garda Vetting Candidates for the post may be subject to Garda Vetting. All candidates must attain a satisfactory Garda Vetting Disclosure prior to appointment, otherwise the offer of employment will be withdrawn. Where a Garda Vetting Disclosure indicates that there is a case pending, the appointment cannot proceed at that time and the offer of employment will be withdrawn. The candidate will, however, retain their position on the panel and will be considered for the next vacancy should one arise within the lifetime of the panel. 5. Recruitment ProcessA. Application Form • Applications must be made on the official online application form and all sections of the form must be fully completed. • Applications must be received by the deadline specified on the system. • Please do not submit a CV with your application. Only information contained in the application form will be considered when assessing a candidate’s suitability for the post. B. Short Listing & Interview Candidates may be short-listed for interview on the basis of information supplied. In the event of a short-listing exercise being required, an Expert Panel will convene to examine and assess the application forms against a set of pre-determined criteria based on the requirements of the job. It is therefore in your own interest to provide a detailed and accurate account of your qualifications and experience on the application form. Where it is considered, by reason of the number and standard of applications received, that it would be reasonable not to admit all candidates to interview, only persons likely to attain at interview a standard sufficient for selection and recommendation for appointment shall be called. Candidates should note that interviews may be held within a short timeframe of the closing date of the competition. C. Right to Information and Review – # LA 001 The Council is committed to offering feedback and information to candidates. Any candidate who wishes to do so may request to have a decision or the process reviewed. Any such request must be submitted in writing, stating the grounds of the request, and submitted to the Human Resources Department, Three Rivers Centre, Lifford, Co. Donegal, within five working days of the date of notification of a relevant decision, quoting the above reference number. D. Confidentiality Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. E. Other Appointments to the Council are subject to satisfactory checks with regard to references, qualifications, medical examinations and Garda Vetting, as applicable. F. Canvassing Will Disqualify Any attempt by a candidate, or by any person acting on their behalf, to canvass or otherwise influence any officer of the Council, or persons nominated by it to interview or examine applicants, in the candidate’s favour, either directly or indirectly, by means of written communication or otherwise, will automatically disqualify the applicant for consideration for the position. G. General Data Protection Regulation Donegal County Council is committed to protecting your personal data and complies with its obligations under the Data Protection Acts, 1988 – 2018, and the General Data Protection Regulation. Basis for Processing your Personal Information The basis for processing your personal data is to process your application for the position you have applied for with Donegal County Council under the Terms of the Employment (Information) Act 1994 and Human Resources Department policies and procedures. When your application form is received, a computer record is created in your name which contains much of the personal information you have supplied. This record is used solely in processing your candidature. You are entitled to obtain at any time a copy of information about you which is kept on record. Sharing of Information Outside of the relevant recruitment team, the information provided in your application form will only be shared for progressing the competition for which you have applied, with a designated short-listing and or interview board. If, following the competition, you are deemed a qualified candidate and offered a position, the information provided in your application form will form part of your Personnel File. Furthermore, should you be offered a position and subsequently confirm your interest, the information provided on your application form will be used to request service records and employment references. Storage Period Your application will be retained for two years from the date of the competition. Applications that are not progressed to interview stage will be destroyed post competition.
