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Data & Insights Engineer CRC Clontarf Fixed Term Contract (2 years), Full-Time (35 hrs per week) We are delighted to offer the opportunity for a Data & Insights Engineer to join the CRC team and help drive the organisation’s journey through change. Our 2025-2030 strategy sets out the renewed purpose, bold ambitions and values-led direction of the organisation. The strategic direction of the organisation is to provide our service users with the right supports at the right time. Together with individuals, families and our partners, we are aiming to shape a world where everyone is valued and supported to live the life they choose. This is an excellent opportunity for a skilled and purpose-led data practitioner to take the lead in developing the CRC’s data engineering capabilities and put data-driven insights and decision-making tools at the heart of the organisation’s efforts to shape a data-informed culture that delivers better outcomes for those we serve. This is a foundational role focused on building practical, sustainable data and reporting capability in an organisation at an early stage of data maturity. The emphasis is on pragmatism, usability and impact rather than large‑scale enterprise data platforms. Beyond technical expertise, we are looking for someone who is aligned with our values and the successful candidate’s responsibilities will include: Person-Centredness : Develop data structures that provide insights for service improvement and build co-design into how the CRC manages and uses data. Quality : Lead on development of data structures and dashboards that support quality improvement initiatives and align with best-practice for data governance and compliance Respect : Communicate effectively with a range of technical and non-technical stakeholders, presenting complex information in a clear and understandable way Courage : Challenge assumptions and support organisational and individual change based on data and evidence-based insights Collaboration : Work with and upskill colleagues and other stakeholders to ensure sustainable management and use of data across the organisation Stewardship : Ensure the responsible use of data to inform organisational decision making around resources, assets and service delivery Message from the Head of Strategy & Innovation: At the CRC, we are entering an exciting phase of transformation, one where data has the power to do more than guide decisions. It can genuinely change lives. This role is central to building a culture where insight drives action and where evidence strengthens the services we provide. As our Data & Insights Engineer, you will help shape how we understand our work, how we plan for the future, and how we deliver meaningful, person‑centred improvements. We are looking for someone who sees the potential in data, someone who can turn information into clarity, and clarity into impact. If you are motivated by purpose and excited by the chance to build capability from the ground up, we would be delighted to hear from you. Qualifications , Skills and Experience Essential · A degree (a minimum of NFQ Level 8 or greater) or equivalent professional qualification in a relevant technical discipline such as Computer Science, Engineering, or Data Analytics. · Minimum of 3-5 years of experience in data engineering, data analytics or a related field. · Hands‑on experience designing and maintaining practical data pipelines and transformations, typically using SQL, Power BI dataflows, and existing enterprise systems. · Hands-on experience with scripting languages e.g. VBA, Python · Experience designing and maintaining data models that support consistent KPIs and self‑service reporting. · Proficiency in establishing dataflows, data pipelines, API integration and modern ETL/ELT practices. · Strong SQL skills and experience with data lakes, data warehouses and relational databases. · Understanding of data governance principles and compliance requirements (GDPR knowledge essential). · Demonstrated understanding of using KPI metrics to drive an organisation’s performance. · Excellent problem-solving and troubleshooting skills. · Ability to collaborate effectively and upskill technical and non-technical stakeholders as appropriate. · Strong written and verbal communication skills and ability to present complex business information to a range of non-technical stakeholders. · Strong project management and organizational skills. Desirable · Experience of working within a comparable environment, e.g. not for profit/public sector organisation, healthcare, disability services. · Experience working with legacy or fragmented data landscapes. · Experience with AI features in Power BI. · Understanding of financial accounting principles. Detailed List of Responsibilities & Deliverables The responsibilities outlined below are indicative of the scope of the role currently envisioned but may be adapted as required in line with the CRC’s organisational strategy and increased visibility of relevant information. Therefore, a degree of flexibility will be required from the successful candidate. 1. Data Foundations & Engineering · Design, implement and maintain robust data pipelines, dataflows and storage structures to ensure accurate and timely reporting · Ensure integration of data from various sources, including on premises databases, CRM applications and SharePoint Excel files · Design and implement appropriate data structures and models to improve performance, consistency and reuse across datasets and dashboards · Support the organisation’s drive for process improvement and efficiency, including automation of data feeds, quality checks and proactive troubleshooting of issues 2. Reporting, Dashboards & Data‑Driven Insights · Act as a specialist resource to deliver data-based, intelligent reports and provide appropriate advice to clinical teams and support functions on managing and interpreting these and applying data-informed insights to manage organisational / team / individual performance · Lead the development and ongoing improvement of operational and strategic dashboards that support performance monitoring, service design, and decision‑making. · Support operational and strategic decision-making by developing data flows that drive continuous improvement and analysis of information underpinning service design and delivery · Use data to identify trends, opportunities and risks for services, including supporting cost improvement programmes and idea generation · Proactively communicate findings to relevant parties where developments and changes are needed. 3. Data Governance, Quality & Compliance · Ensure data structures, pipelines and reporting align with the organisation’s data governance, quality and compliance standards. · Promote consistent use of definitions, KPIs, and metrics across reports and dashboards. · Ensure attention to detail and adherence to procedures and standards within the data function. · Support responsible data stewardship to inform decision‑making around resources, assets and service delivery, e.g. in service or workforce planning or business cases 4. Enablement, Training & Organisational Adoption · Deliver training, guidance and communications to encourage technical and non-technical stakeholders to engage with the dashboards and reports · Work with colleagues across the organisation to build data literacy and support sustainable, self‑service use of data where appropriate. · Document data solutions and processes to support sustainable knowledge transfer and continuity, and reduce reliance on technical experts · Collaborate with stakeholders to embed data‑informed approaches into everyday planning and performance discussions. 5. Service Improvement, Co‑Design & Change · Participate in the co-design of service improvements through provision and interpretation of qualitative and quantitative data. · Practice and promote continuous improvement to enable quality services for internal and external stakeholders and an awareness and appreciation of the service user. · Embrace and promote the organisation’s transformation and change agenda, supporting others through change. · Assist with data and reporting input into the identification of new systems, working in partnership with IT and external vendors to identify solutions that align with the CRC’s requirements for IT upgrades. · Demonstrate flexibility and initiative during challenging times and an ability to persevere despite setbacks. Informal enquiries to Rory O'Sullivan, Head of Strategy & Innovation, Tel 087 709 6191 or by email: rosullivan@crc.ie Department of Health Salary Scale, Grade VII - code 0582 (Salary Scale - €60,613 to €78,795 – Inc. 2 LSI’s). Applicants must demonstrate in their CV and supporting documentation how they meet the above criteria as short-listing will apply. Applications must be received on or before Thursdsay, 21st May 2026. Please submit your application via the ' Apply Now' button below. PLEASE NOTE - Applicants must be eligible to work in Ireland at date of application. Data Protection: Please refer to crc_job_application_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. #CR
Executive Engineer
Duties The duties may include but are not limited to: • Carry out of engineering and ancillary duties as assigned and provide support to senior personnel. • Supervision and contract administration of service and work contracts. • Supervision of Assistant / Graduate Engineers. • Preparation and management of programmes and budgets. • Identifying opportunities for improvements or achievements of efficiencies in service delivery. • Have responsibility in the management of outdoor operational crews. • Maintaining and proactively developing a culture of Health and Safety in the workplace. • Ensuring compliance with Health and Safety legislation and regulations. • Ensuring works are implemented in compliance with all relevant legislation and regulations including planning and procurement requirements. • Coordinate the design and preparation of contract documents, tendering, drafting recommendations on appointment of successful service providers and contractors. • Dealing efficiently, effectively and professionally at all times with residents, businesses, community groups, elected members, Local Authorities and Government Departments. • Liaising with and responding to other Local Authorities, Government Departments and statutory agencies where required. • Compiling, preparing and presenting reports as necessary to a variety of stakeholders. • Deputising for the Senior Executive Engineer or other senior grade when required. • Undertaking any other duties of a similar level and responsibility, as may be required or assigned, from time to time. Qualifications and Requirements of the Post Character Each candidate must be of good character. 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. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (a) (i) Hold at least an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) in Engineering, OR, (ii) Hold an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) and a post graduate masters degree (level 9 in the NFQ) in Engineering; OR, (iii) Hold a masters degree (level 9 on the National Framework of Qualifications) in Engineering attained after completing an integrated masters level programme of at least 4 years duration and which is accredited at CEng level by Engineers Ireland or an equivalent accreditation body internationally; (b) have at least five years satisfactory relevant engineering experience and (c) possess a high standard of technical training and experience (d) Have a satisfactory knowledge of public service organization or the ability to acquire such knowledge. Driving Licence The duties of the Local Authority Engineer at every grade invariably requires travel to various and remote locations within the County as well as to meetings with other Local Authorities and State bodies outside of the County. For this reason, it is essential that the candidate for this post holds a Full, Category B, Irish Driving Licence. Fulfilling the minimum eligibility requirements for this post should not be taken as indicating that those qualifications would be acceptable for more senior engineering posts. When determining if a candidate’s qualifications can be deemed to be a Level 8 degree in Engineering, accredited at CEng or CEng with FL level by Engineers Ireland, the following criteria will be considered: • Where candidates have achieved their degree in other jurisdictions, the level of the qualification will be determined using the NARIC Ireland Foreign Qualification database. • Candidates with qualifications from other jurisdictions will also be required to demonstrate at application stage, that their qualifications meet the standard of CEng or CEng with FL level as accredited by Engineers Ireland, by providing evidence that the course has been assessed and accredited by an appropriate body or under a relevant Accord. Certain Level 8 degrees are accredited by Engineers Ireland as AEng rather than CEng or CEng with FL. These degrees are not considered equivalent to the standard set out above. • Where a degree has not yet been accredited by Engineers Ireland, enquiries will be made to the University and Engineers Ireland to determine whether or not the degree meets the standard required. *A level 7 degree will be assessed on the basis that the period of study undertaken should be equivalent to at least 180 ECTS (European Credit Transfer Accumulation System) credits. *** Qualifications from outside this jurisdiction 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. Failure to do so will deem your application inadmissible. *** The onus is on the candidate to ensure that the correct documentation is provided to support their application form. Particulars of Employment The employment is whole-time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees 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 their pensionable remuneration in accordance with the terms of the Scheme. Probation Where persons who are not already employees of a Local Authority are employed, the following provisions shall apply: (a) there shall be a period after such employment take effect during which such persons shall hold such employment on probation, (b) such period shall be one year, but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment 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 €60,255 – €62,447 – €64,640 – €66,837 – €69,032 – €71,226 – €73,423 – €75,606 – €77,813 – €80,001 – LSI1 €82,523 – LSI2 €83,758 Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. Health For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. Retirement Age The retirement age is 70 years. 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. The Selection Process Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. 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Assistant Engineer
Duties The duties may include but are not limited to: • Carrying out of engineering and ancillary duties as assigned and provide support to senior personnel. • Supervision and contract administration of service and work contracts. • Assist in the preparation and management of programmes and budgets. • Identifying opportunities for improvements or achievements of efficiencies in service delivery. • Have responsibility in the management of outdoor operational crews. • Maintaining and proactively developing a culture of Health and Safety in the workplace. • Ensuring compliance with Health and Safety legislation and regulations. • Ensuring works are implemented in compliance with all relevant legislation and regulations including planning and procurement requirements. • Aid in the designing and preparation of contract documents, tendering, drafting recommendations on appointment of successful service providers and contractors. • Dealing efficiently, effectively and professionally at all times with residents, businesses, community groups, elected members, Local Authorities and Government Departments. • Liaising with and responding to other Local Authorities, Government Departments and statutory agencies where required. • Compiling, preparing and presenting reports as necessary to a variety of stakeholders. • Deputising for the Executive Engineer or other senior grade when required. • Undertaking any other duties of a similar level and responsibility, as may be required or assigned, from time to time. Qualifications and Requirements of the Post Character Each candidate must be of good character. 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. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (a) (i) Hold at least an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) in Engineering, OR, (ii) Hold an ordinary bachelors degree (level 7 or higher on the National Framework of Qualifications (NFQ)) and a post graduate masters degree (level 9 in the NFQ) in Engineering; OR, (iii) Hold a masters degree (level 9 on the National Framework of Qualifications) in Engineering attained after completing an integrated masters level programme of at least 4 years duration and which is accredited at CEng level by Engineers Ireland or an equivalent accreditation body internationally; (b) have at least two years satisfactory relevant engineering experience and (c) possess a high standard of technical training and experience (d) Have a satisfactory knowledge of public service organization or the ability to acquire such knowledge. Driving Licence The duties of the Local Authority Engineer at every grade invariably requires travel to various and remote locations within the County as well as to meetings with other Local Authorities and State bodies outside of the County. For this reason, it is essential that the candidate for this post holds a Full, Category B, Irish Driving Licence. Fulfilling the minimum eligibility requirements for this post should not be taken as indicating that those qualifications would be acceptable for more senior engineering posts. When determining if a candidate’s qualifications can be deemed to be a Level 8 degree in Engineering, accredited at CEng or CEng with FL level by Engineers Ireland, the following criteria will be considered: • Where candidates have achieved their degree in other jurisdictions, the level of the qualification will be determined using the NARIC Ireland Foreign Qualification database. • Candidates with qualifications from other jurisdictions will also be required to demonstrate at application stage, that their qualifications meet the standard of CEng or CEng with FL level as accredited by Engineers Ireland, by providing evidence that the course has been assessed and accredited by an appropriate body or under a relevant Accord. Certain Level 8 degrees are accredited by Engineers Ireland as AEng rather than CEng or CEng with FL. These degrees are not considered equivalent to the standard set out above. • Where a degree has not yet been accredited by Engineers Ireland, enquiries will be made to the University and Engineers Ireland to determine whether or not the degree meets the standard required. *A level 7 degree will be assessed on the basis that the period of study undertaken should be equivalent to at least 180 ECTS (European Credit Transfer Accumulation System) credits. *** Qualifications from outside this jurisdiction 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. Failure to do so will deem your application inadmissible. *** The onus is on the candidate to ensure that the correct documentation is provided to support their application form. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: ➢ Standard working day is 9-5 with Flexitime (up to 13 flexi days per year) ➢ Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Worksharing ➢ Opportunities for promotion and career development ➢ Employee Assistance and Wellbeing Programme ➢ Pension Scheme ➢ Blended Working available - up to 2 days per week ➢ Ongoing training and higher educational support ➢ Cycle to Work Scheme Particulars of Employment The employment is whole-time, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees 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 their pensionable remuneration in accordance with the terms of the Scheme. Probation Where persons who are not already employees of a Local Authority are employed, the following provisions shall apply: (a) there shall be a period after such employment take effect during which such persons shall hold such employment on probation, (b) such period shall be one year, but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment 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 €47,770 – €50,438 – €52,425 – €54,487 – €56,600 – €58,748 – €60,915 – €63,083 – €65,250 – €67,421 – €69,603 – LSI1 €71,834 – LSI2 €74,068 Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services which they are required by or under any enactment to perform. Health For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. Retirement Age The retirement age is 70 years. 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. The Selection Process Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. 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Store Manager
GET TO KNOW US For over 60 years, McGuirks Golf has been at the heart of the Irish golf industry. From our first store in Howth, Dublin, to becoming Ireland’s leading golf retailer, we have built a reputation for expertise, passion, and exceptional customer service. As we continue to grow, we are proud to be opening a brand-new store in one of Dublin City Centre’s premier retail destinations. This new location represents an exciting chapter for our business, and a unique opportunity for the right candidate to play a key role in shaping its success from day one. At McGuirks Golf, our passion for the game drives everything we do. We are committed to providing every customer with expert advice, premium products, and a personalised shopping experience that reflects our deep knowledge of golf. We believe in putting the customer first, supporting our teams, and maintaining the highest standards in-store. Teamwork, energy, and attention to detail are at the core of our culture, and we encourage our people to take pride in their work and contribute to a positive and engaging environment. As a proud Irish-owned business, we are dedicated to growing the game and delivering excellence across every customer interaction. KNOW THE ROLE As Store Manager, you will take full ownership of our new Dublin City Centre store, leading from the front to deliver an exceptional retail experience. You will be responsible for driving performance, developing your team, and ensuring the store operates to the highest standards at all times. This is a hands-on leadership role where you will: 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
Arts & Culture Venue Manager
POST OF ARTS & CULTURE VENUE MANAGER Roscommon County Council’s administrative headquarters is in Roscommon Town and there are three municipal districts in: • Athlone • Boyle • Roscommon Roscommon County Council is one of 31 Local Authorities in the Republic of Ireland. The Council has responsibility for the delivery of a wide range of services which are necessary to the physical, economic, social and cultural life of County Roscommon with a focus on making Roscommon an attractive place to live, work and invest. The Competition Roscommon County Council now has an opening for an Arts & Culture Venue Manager in Roscommon Arts Centre. The purpose of this recruitment campaign is to form a panel for the post of Arts and Culture Venue Manager from which permanent or temporary positions may be filled. The position is based on 35 hours per week and will include nights and weekends. Candidates can apply for the position provided they meet the relevant essential qualifications and experience. Roscommon Arts Centre Roscommon Arts Centre is a multi-disciplinary local authority arts venue. The venue comprises of a 194 seat auditorium, a visual art gallery, a workshop space, two artist studios, a box office and bar facility. The Arts & Culture Venue Manager will report to Roscommon County Council Arts Officer and will be responsible for the administration, programming and financial operation of the Centre. The successful candidate will have overall responsibility for all departments, staff and facilities in the Arts Centre. Roscommon Arts Centre is staffed by an Arts & Culture Venue Manager, Technical Manager, Marketing Manager, Box Office Team and a panel of ushers and bar staff. Qualifications 1 Character Candidates shall be of good character. 2 Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3 Education, Experience, Etc. Each candidate must, on the latest date for receipt of completed application forms: a) Possess a third-level qualification relevant to the sector (preferably arts, culture and/or venue related) or can demonstrate clear ability to undertake the role b) Have a minimum of 3 years’ experience in a management position, preferably arts, culture and/or venue related c) Have experience of arts /cultural programming, project management and strategic planning d) Have experience of financial management in an organisation e) Be willing to work flexible hours f) Possess a full, clean, Class B Driving Licence It is desirable that candidates also have: a) Excellent leadership, judgement, analysis and decision-making skills b) Excellent communication and interpersonal skills c) Strong organisational skills and an ability to work on one’s own initiative as well as with a team, and to deadlines d) Excellent IT and computer skills e) The ability to respond to a varying workload by managing tasks and time efficiently f) Experience of managing relationships in a variety of contexts with internal and external stakeholders g) Effective, positive and energetic leadership of staff h) Experience of developing successful funding applications i) Knowledge and experience of Health and Safety and Risk Analysis j) Previous experience and understanding of building/operations management k) An interest in Arts & Culture and some knowledge of the programmes at Roscommon County Council venues Duties The duties may include but are not limited to the following: • The Arts & Culture Venue Manager will report to Roscommon County Council Arts Officer, or other Officer as determined by the Director of Services for the purposes of overseeing the operations of the venue. • The Manager will work with staff of Roscommon County Council Arts Office and Arts Centre regarding all aspects of the venue including Strategic Direction, Artistic Policy, Cultural Policy, Programming, Staffing, Governance, General Administration, Finance, Maintenance, Marketing and Public Relations. • The Manager will be responsible for preparation and securing of funding applications and associated annual returns to the Arts Council of Ireland, Creative Ireland and other funding bodies. • The Manager will act on behalf of Roscommon County Council in the management, supervision and control of the facility within the provisions of Roscommon County Council policies and procedures. • The Manager will be capable of assessing companies, amateur groups and others with products to offer to the venue. They will negotiate terms for the use of the venue and will manage and promote the venue in a proper fashion to provide for a wide variety of audience/visitor interests and development. They will possess sufficient artistic & cultural knowledge and ability for these purposes. • The Manager will be responsible for ensuring that appropriate systems are operational and that adequate records are kept to facilitate the orderly management of the venue. • The Manager will ensure, in as far as possible, the safety of audiences/visitors at the venue. • The Manager will liaise with their Line Manager in the preparation of the Annual Budget for the venue. They will set clear financial targets for that purpose, make available management accounts and provide costings and any plans prepared for the venue. • In relation to all matters regarding staffing, the Manager will work with their Line Manager in conjunction with the Human Resources Department of Roscommon County Council. • The Manager will work with the Arts Centre Marketing Manager and with Roscommon County Council’s Communications Officer to promote the aims and objectives of the venue through social media, print, radio, television, website and such other formats as required. • The Manager will maintain a reputable public profile locally as well as nationally and internationally while representing the venue or when attending the venue’s various events or activities. • The Manager will undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. PARTICULARS The post is whole time and pensionable. The panel will be formed for an initial period of one year and this may be extended at the discretion of the Chief Executive. Vacancies will be offered in order of merit as per the panel. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply; (a) there shall be a period after such appointments take effect during which such persons shall hold such position on probation, (b) such period shall be one year but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold such 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 Grade VI €57,895 - €70,730 per annum Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. 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 and received by them by virtue of their post or in respect of services which they are required by or under any enactment to perform. In accordance with EL02/2011 persons who are not serving Local Authority employees must be placed on the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. Garda Vetting / Child Protection Successful candidates may be subject to the Garda Vetting Procedures and will be required to complete Appendix V of the County Council’s Child Protection Policy. Health For the purpose of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the local authority. On taking up appointment the expense of the medical examination will be refunded to candidates.
Emergency Communications Centre Manager
QUALIFICATIONS CHARACTER Each candidate shall 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. 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. EDUCATION, EXPERIENCE ETC. Each candidate must, on the latest date for receipt of completed application forms: (a) hold a recognised degree (at least level 8 in the National Framework of Qualifications) in a subject relevant to biodiversity including but not limited to environmental science, ecology, earth/natural sciences, zoology, botany or natural resources management; (b) after attaining the qualification referred to at (a) above, have at least five years relevant satisfactory experience of scientific work in biodiversity, sustainable development goals, biodiversity, energy and climate action; (c) possess a high standard of technical training relevant to the areas of natural sciences and natural resources management; and (d) have a satisfactory knowledge of public service organisation or the ability to acquire such knowledge. 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. 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 credit is claimed for particular qualification, experience, etc. DRIVING LICENCE Each candidate must, on the latest date for receipt of completed application forms, hold a full, unendorsed driving licence for Category B vehicles and have access to their own car. DESIRABLE SKILLS & EXPERIENCE In addition to the above, the ideal candidate will: • Have experience of habitat survey and mapping, data management and analysis methods using a variety of software including Geographic Information Systems (GIS). • Be able to work within a multi-disciplinary team and also be capable of working on their own initiative. • Possess good interpersonal and communication skills and have the ability to engage with stakeholders. • Possess good organisation and I.T. skills. • Have a knowledge of health and safety legislation and safety regulations. • Have an ability to manage deadlines and effectively handle multiple tasks. • Have a track record of delivering results. • Hold a current SOLAS Safepass qualification. COMPETENCIES FOR THE POST Candidates are expected to demonstrate in their application form and at interview that they have the knowledge, understanding, skills and experience required for the role. Candidates will also be expected to demonstrate sufficient evidence within their application form and at interview of competency under each of these headings: MANAGEMENT AND CHANGE Strategic Ability • Displays the ability to think and act strategically. • Can translate assigned tasks into clear specific and achievable objectives. • Evaluates capacity and performance against objectives. • Demonstrates innovation and creativity to secure successful outcomes. Networking and Representing • Develops and maintains positive and mutually beneficial relationships with a range of stakeholders. • Builds networks of technical and professional contacts. • Promotes and sustains an appropriate, positive, and cohesive image for the organisation it represents. Political Reality • Has a clear understanding of the political reality and context of the organisation. Bringing about Change • Effectively manages the introduction of change and overcomes resistance to change. DELIVERING RESULTS Problem Solving and Decision Making • Can pinpoint critical information and address issues logically. • Understands the context and impact of decisions made. • Can act decisively in an environment of multiple stakeholders and complex information to ensure decisions are made in line with objectives. Operational Planning • Plans assigned project elements to determine rationale, objectives and deliverables, resource requirements, timelines and milestones, reporting requirements, and evaluation methods. Establishes high quality service and customer care standards. Managing Resources • Manages the allocation, use and evaluation of resources to ensure they are used efficiently to deliver on operational plans. • Drives and promotes reduction in cost and minimisation of waste. Delivering Quality Outcomes • Promotes the achievement of quality outcomes in delivering services. • Organises the delivery of services to meet or exceed the required standard. • Evaluates the outcomes achieved against operational plans, identifies learning and implements improvements required. PERFORMANCE THROUGH PEOPLE Leading and Motivating • Motivates others individually and in teams to deliver high quality work and customer focused outcomes. • Leads by example in terms of commitment, flexibility and a strong customer service ethos. Managing Performance • Effectively manages performance and conflict. • Empowers people to achieve or exceed organisational goals by delegating sufficient authority, responsibility and accountability. Communicating Effectively • Communicates effectively and professionally with range of stakeholders including staff, Elected Members and the public. • Is effective in communicating a complex or technical message, using language appropriate to the audience. • Has highly effective verbal and written communication skills. • Presents ideas effectively to individuals and groups. PERSONAL EFFECTIVENESS Motivation, Initiative and Achievement • Is enthusiastic about the role and is motivated in the face of difficulties and obstacles. • Remains calm under pressure and has the ability to manage the delivery of several tasks/projects concurrently. • Manages their time effectively, focusing on essential tasks and responsibilities. • Works to keep knowledge and skills up to date and engages in regular critical reflection in order to identify how own performance can be improved. Relevant Knowledge • Keeps up to date with current developments, trends and best practice in their area of responsibility. • Demonstrates the required specialist knowledge, understanding and training for the role. • Has knowledge and understanding in relation to statutory obligations of Health and Safety legislation and their application in the workplace. Resilience and Personal Well Being • Demonstrates appropriate and positive self-confidence. • Operates effectively in an environment with significant complexity and pace. Integrity • Behaves in an honest, trustworthy and respectful manner and is transparent, fair and consistent in dealing with others. PARTICULARS OF EMPLOYMENT THE POST The post is Biodiversity Officer. This is a pensionable whole-time position on the basis of a 35 hour, 5 day week. The role involves flexibility in terms of working hours as the duties may involve working outside of normal working hours. DUTIES The duties of the employment are to give to: (a) Sligo County Council under the control of the Chief Executive or his nominee and (b) To any other local authority or body with which an agreement has been made by the local authority. Under the general direction and control of the Chief Executive, or of such other employee as the Chief Executive may from time to time determine, such appropriate services of a technical, management, administrative, executive, supervisory, advisory and ancillary nature 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 him or her 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 employment will, if required, act for an employee of a higher level, if qualified to do so. Main Responsibilities The principal duties of the post may include, but are not limited to the following: • Manage and implement Sligo County Council’s Biodiversity Plan 2025–2030, in parallel with the County Sligo Heritage Plan and with cross referencing to the County Sligo Climate Adaptation Strategy. • Lead the County Sligo Biodiversity Forum/Working Group within the wider context of Sligo Heritage Forum. • Facilitate the implementation of Government initiatives in relation to biodiversity and national plans and programmes that are developed to support the implementation of the National Biodiversity Plan, such as the All-Ireland Pollinator Plan. • Advise Sligo County Council on biodiversity related issues and the Authority’s obligations in relation to protecting biodiversity. • Work with Sligo County Council staff to assist in advancing the restoration of biodiversity and ecosystem services within County Sligo. • Assist Sligo County Council departments in integrating biodiversity into their actions and policies, for example through training and supporting information dissemination. • Promote new biodiversity initiatives based on best conservation practice. • Work with Sligo County Council led projects and provide advice to colleagues on the management of ecological resources such as urban woodlands, wetlands, parks, verges, wild flora grasslands and open areas in a biodiversity-friendly manner. • Raise awareness of biodiversity, natural capital and ecosystems services and issues affecting biodiversity in County Sligo (including climate change) with a broad range of groups. • Commission biodiversity related research, audits and surveys and provide data obtained to the National Biodiversity Data Centre (NBDC) and National Parks and Wildlife Service (NPWS) in a suitable format for reporting purposes. • Apply for and deliver biodiversity projects under Heritage Council funding and National Biodiversity Action Plan and other available sources of funding. • Work closely with the County Heritage Officer on a programme of public engagement for biodiversity through Field Clubs, Environmental Groups/NGOs, National Heritage Week, National Biodiversity Week, Summer Schools and other public events. • Be an active participant/member in the County Heritage Forum, Creative Ireland Team and Sligo County Council’s Climate Action Team. • To facilitate and co-ordinate the implementation of the All-Ireland Pollinator Plan taking consideration of the EU Biodiversity Strategy 2030. • To undertake any other duties of a similar level and responsibility appropriate to the post, as may be required or assigned, from time to time. • To take instructions from and report to an appropriate Officer as may be assigned by the Council. These duties are indicative rather than exhaustive and outline the main functions and responsibilities of the post of Biodiversity Officer and may be subject to change in the future. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above and to take instruction from and report to an appropriate officer or such designated officer as may be assigned from time to time by Sligo County Council. SALARY The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services, which they are required by or under any enactment to perform. The current salary scale for the post is (effective 1st February 2026): €60,255 – €62,447 – €64,640 – €66,837 – €69,032 – €71,226 – €73,423 – €75,606 – €77,813 – €80,001 – LSI 1 €82,523 – LSI 2 €83,758. 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. SUPERANNUATION a) Persons who become pensionable employees 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 percent of their pensionable remuneration, plus 3.5 percent 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). b) Persons who become pensionable employees 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 percent of their pensionable remuneration. c) All persons under (a) and (b) above who become pensionable employees 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 percent of their pensionable remuneration in accordance with the terms of the Scheme. d) Persons who are pensionable under the Single Public Sector Pension Scheme, effective from 1 January 2013, contributions in respect of Superannuation shall be deducted at a rate of 3 percent of pensionable remuneration plus 3.5 percent 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 dependent or qualified children). PROBATION There shall be period after such employment takes effect during which the person appointed will hold the post on probation. Such period shall be six months commencing on the first day of service but the Chief Executive may at their discretion extend such period. Such person shall cease to hold the post at the end of the period of probation or extended period of probation unless, during such period or extended period, the service of such person is certified as satisfactory. RETIREMENT AGE For appointees who are deemed to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, there is no compulsory retirement age. For appointees entering the Single Public Service Scheme, compulsory retirement age will be 70. For appointees covered under the provisions of the Public Service Superannuation (Age of Retirement) Bill 2018, compulsory retirement age will be 70. RESIDENCE Holders of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. METHOD OF SELECTION Selection shall be by means of a competition based on an interview conducted by, or on behalf of, Sligo County Council. Interviews will be conducted in person. The Council will not be responsible for any expenses incurred by candidates in attending for interview. A panel will be formed of those who are most successful in the competition. The life of the panel shall be one year from the date it is formed, unless extended by the Chief Executive. Shortlisting may apply based on application forms and/or preliminary interview and may include education, relevant work experience, competencies displayed, and attention to detail. GARDA VETTING AND REFERENCES The successful candidate may be subject to Garda Vetting procedures. Appointment is subject to satisfactory references. MEDICAL EXAMINATION The successful candidate must undergo a medical examination by a qualified medical practitioner nominated by the local authority. PERIOD OF ACCEPTANCE OF OFFER Candidates must take up appointment within one month or within such longer period as the local authority may determine. NORMAL WORKING HOURS Normal working hours are 9.00 a.m. to 5.00 p.m., Monday to Friday, with a minimum of 30 minutes lunch break. Overtime and weekend work may be required. ANNUAL LEAVE Annual leave is 30 days per annum in accordance with legislation. SICK LEAVE Sick leave applies in accordance with Sligo County Council policy and relevant Public Service Regulations.
Apprentice Plumber/Electricians
Since our recently announced merger with both Activ8 Solar Energies & SSE Airtricity. Allbrite Heatpump Specialists Ltd is currently experiencing a period of rapid growth and expansion, securing contracts with local councils, energy providers, and the SEAI. Allbrite Heatpump Specialists Ltd are actively seeking Apprentice Plumbers and Electricians to assist with the installation and commissioning of heat pump systems. Company Culture Join a team that's passionate about sustainability and safety. We foster innovation and collaboration to achieve our goals. The Opportunity: As an apprentice you will work and train alongside experienced plumbers and electricians, gaining practical experience while completing the apprenticeship programme. You will assist with the installation, commissioning, repair and maintenance of heat pump systems on residential homes. Responsibilities Include:
Motor Mechanics Apprentice
Profile of Craft Core Skills Motor Mechanics The Motor Industry The work of a Motor Mechanic involves the servicing, maintenance and fault diagnosis of automobile and light commercial vehicle mechanical and electrical systems, vehicle component removal, installation or repair according to original manufacturers’ specification. At the end of the apprenticeship, the craftsperson will be able to demonstrate competence in the following skills: Servicing Read, interpret and carry out manufacturers’ instructions for all vehicle service, maintenance and repair procedures. Complete a vehicle report form. Fgas Describe the overall aim of Regulation No. 842/2006 of the European Parliament and of the Council of 17 of May 2006 in relation to the air conditioning systems of automotive vehicles (MACs). List the dangers to personal health and related safety regulations related to the refrigerant gas contained in mobile air conditioning (MAC) systems. Describe the location of possible leaks of refrigerant gas from an automotive air con unit. Engine Diagnose faults, dismantle and reassemble the engine and its ancillary components. Replace timing belts and chains. Use all recommended bolt tightening procedures. Electrical Read and interpret relevant electrical wiring diagrams. Use fault code reader to interrogate ECU memory and OBD system. Employ a logical and structured fault diagnosis methodology (use of diagnostic flow charts). Measure and interpret quantities of electrical current, voltage and resistance. Diagnose / resolve faults in starter, charging and lighting circuits. Remove / replace vehicle lighting components. Align headlamps. Fuel / Ignition Diagnose and resolve faults in electronically controlled fuel, ignition and emissions control systems. Evaluate exhaust emission levels with reference to NCT / DoT VTM test requirements. Transmission Diagnose faults in manual transmission units. Remove / refit manual transmission units. Diagnose faults in clutch assemblies. Remove / replace clutch components. Remove / replace driveshaft joints and bearings. Brakes Diagnose mechanical and hydraulic faults in the braking system. Remove / replace brake components. Employ manufacturers’ recommended service and bleeding procedures. Core Skills (cont’d) Specialist Skills Steering / Suspension Diagnose faults in steering and suspension systems. Remove / replace steering and suspension components. Align suspension and steering geometry. Balance wheels. Repair punctures. Bodywork Remove / replace bodywork components e.g. door locks, windows and regulators. Engine Carry out complete engine overhaul on automobile and light commercial vehicle petrol and diesel engines. Electrical Check operation of, diagnose any faults present, and return to original manufacturers’ specification: standard, multi voltage and high voltage systems, inter control module communication systems e.g. CAN, LIN, VAN and MOST networks, multiplex wiring, climate control, cruise control, theft deterrence systems, comfort systems e.g. electric windows and seat / steering adjustment, sunroof, and central locking. Fuel systems Check operation of, diagnose any faults present, and return to original manufacturers’ specification: high pressure petrol injection systems (e.g. GDI and MED Motronic) and high pressure diesel injection systems (e.g. common rail). Transmission Check operation of, diagnose any faults present, overhaul and return to original manufacturers’ specification: manual, automatic or hybrid transmission assemblies. Brakes Check operation of, diagnose any faults present, and return to original manufacturers’ specification: ABS and EHB (Electro Hydraulic Braking) systems. This includes ESP (Electronic Stability Program), TCS (Traction Control System), and ACC (Adaptive Cruise Control) systems. Occupant safety Examine, diagnose any faults present, and return to original manufacturers’ specification: vehicle occupant passive safety systems. This includes airbag, belt tensioner and rollover protection systems. Communication and Information Check operation of, diagnose any faults present, and return to original manufacturers’ specification: in car entertainment systems, telecommunication systems, vehicle information systems e.g. technical monitoring displays and GPS (Global Positioning System). Mobile Air Conditioning (MAC) systems. Discuss and demonstrate best practice for handling of Fgases storage cylinders, the safe recovery and disposal of Fgas. Perform full servicing of an air conditioning system of a motor vehicle to include: leak detection, recovery, vacuum and refill. Common Skills Specialist Skills Servicing Read, interpret and carry out manufacturers’ instructions for all vehicle service, maintenance and repair procedures. Complete a vehicle report form. NCT / DoT VTM Determine the condition of automotive vehicles to NCT / DoT VTM requirements. Engine Diagnose faults and return to original manufacturers’ specification: petrol and diesel engines and their ancillary components. Electrical Read and interpret relevant electrical wiring diagrams. Use fault code reader to interrogate ECU memory and OBD system. Employ a logical and structured fault diagnosis methodology (use of diagnostic flow charts). Measure and interpret quantities of electrical current, voltage and resistance. Diagnose / resolve faults in starter, charging and lighting circuits. Remove / replace vehicle lighting components. Align headlamps. Transmission Diagnose faults and return to original manufacturers’ specification: clutch system components, driveshafts and bearings. Brakes Diagnose faults and return to original manufacturers’ specification: brake friction linings. Steering Diagnose faults and return to original manufacturers’ specification: steering linkage and geometry settings. Bodywork Remove / replace bodywork components e.g. door locks, windows and regulators.
Motor Mechanics Apprentice
Profile of Craft Core Skills Motor Mechanics The Motor Industry The work of a Motor Mechanic involves the servicing, maintenance and fault diagnosis of automobile and light commercial vehicle mechanical and electrical systems, vehicle component removal, installation or repair according to original manufacturers’ specification. At the end of the apprenticeship, the craftsperson will be able to demonstrate competence in the following skills: Servicing Read, interpret and carry out manufacturers’ instructions for all vehicle service, maintenance and repair procedures. Complete a vehicle report form. Fgas Describe the overall aim of Regulation No. 842/2006 of the European Parliament and of the Council of 17 of May 2006 in relation to the air conditioning systems of automotive vehicles (MACs). List the dangers to personal health and related safety regulations related to the refrigerant gas contained in mobile air conditioning (MAC) systems. Describe the location of possible leaks of refrigerant gas from an automotive air con unit. Engine Diagnose faults, dismantle and reassemble the engine and its ancillary components. Replace timing belts and chains. Use all recommended bolt tightening procedures. Electrical Read and interpret relevant electrical wiring diagrams. Use fault code reader to interrogate ECU memory and OBD system. Employ a logical and structured fault diagnosis methodology (use of diagnostic flow charts). Measure and interpret quantities of electrical current, voltage and resistance. Diagnose / resolve faults in starter, charging and lighting circuits. Remove / replace vehicle lighting components. Align headlamps. Fuel / Ignition Diagnose and resolve faults in electronically controlled fuel, ignition and emissions control systems. Evaluate exhaust emission levels with reference to NCT / DoT VTM test requirements. Transmission Diagnose faults in manual transmission units. Remove / refit manual transmission units. Diagnose faults in clutch assemblies. Remove / replace clutch components. Remove / replace driveshaft joints and bearings. Brakes Diagnose mechanical and hydraulic faults in the braking system. Remove / replace brake components. Employ manufacturers’ recommended service and bleeding procedures. Core Skills (cont’d) Specialist Skills Steering / Suspension Diagnose faults in steering and suspension systems. Remove / replace steering and suspension components. Align suspension and steering geometry. Balance wheels. Repair punctures. Bodywork Remove / replace bodywork components e.g. door locks, windows and regulators. Engine Carry out complete engine overhaul on automobile and light commercial vehicle petrol and diesel engines. Electrical Check operation of, diagnose any faults present, and return to original manufacturers’ specification: standard, multi voltage and high voltage systems, inter control module communication systems e.g. CAN, LIN, VAN and MOST networks, multiplex wiring, climate control, cruise control, theft deterrence systems, comfort systems e.g. electric windows and seat / steering adjustment, sunroof, and central locking. Fuel systems Check operation of, diagnose any faults present, and return to original manufacturers’ specification: high pressure petrol injection systems (e.g. GDI and MED Motronic) and high pressure diesel injection systems (e.g. common rail). Transmission Check operation of, diagnose any faults present, overhaul and return to original manufacturers’ specification: manual, automatic or hybrid transmission assemblies. Brakes Check operation of, diagnose any faults present, and return to original manufacturers’ specification: ABS and EHB (Electro Hydraulic Braking) systems. This includes ESP (Electronic Stability Program), TCS (Traction Control System), and ACC (Adaptive Cruise Control) systems. Occupant safety Examine, diagnose any faults present, and return to original manufacturers’ specification: vehicle occupant passive safety systems. This includes airbag, belt tensioner and rollover protection systems. Communication and Information Check operation of, diagnose any faults present, and return to original manufacturers’ specification: in car entertainment systems, telecommunication systems, vehicle information systems e.g. technical monitoring displays and GPS (Global Positioning System). Mobile Air Conditioning (MAC) systems. Discuss and demonstrate best practice for handling of Fgases storage cylinders, the safe recovery and disposal of Fgas. Perform full servicing of an air conditioning system of a motor vehicle to include: leak detection, recovery, vacuum and refill. Common Skills Specialist Skills Servicing Read, interpret and carry out manufacturers’ instructions for all vehicle service, maintenance and repair procedures. Complete a vehicle report form. NCT / DoT VTM Determine the condition of automotive vehicles to NCT / DoT VTM requirements. Engine Diagnose faults and return to original manufacturers’ specification: petrol and diesel engines and their ancillary components. Electrical Read and interpret relevant electrical wiring diagrams. Use fault code reader to interrogate ECU memory and OBD system. Employ a logical and structured fault diagnosis methodology (use of diagnostic flow charts). Measure and interpret quantities of electrical current, voltage and resistance. Diagnose / resolve faults in starter, charging and lighting circuits. Remove / replace vehicle lighting components. Align headlamps. Transmission Diagnose faults and return to original manufacturers’ specification: clutch system components, driveshafts and bearings. Brakes Diagnose faults and return to original manufacturers’ specification: brake friction linings. Steering Diagnose faults and return to original manufacturers’ specification: steering linkage and geometry settings. Bodywork Remove / replace bodywork components e.g. door locks, windows and regulators.
Learning & Development Manager
Inland Fisheries Ireland (IFI) has an opportunity for a Learning & Development Manager to join the HR team. The purpose of this post is to deliver a new Learning & Development Strategy and training plans/interventions, that support the People & Culture Strategy, aligned to the IFI’s Statement of Strategy (2026-2030). Reporting directly into the Head of People & Culture, this role represents an exciting opportunity for an experienced Learning & Development professional to lead the L&D function for Inland Fisheries Ireland (IFI). The successful candidate will be responsible for designing, leading and managing learning and organisational development in IFI. The successful candidate will work as part of the HR Team to deliver innovative solutions to support IFI to harness, develop and deploy its talent effectively, to achieve its strategic objectives. The focus will be on driving a high-performance culture, ensuring that all areas have the learning tools and solutions required to drive performance and achieve their objectives. These L&D Priorities and programmes are part of a new L&D Strategy approved by the Board of IFI. The successful candidate will work closely with the Head of People & Culture to redesign and lead Learning & Organisational Development solutions in IFI. ABOUT US Inland Fisheries Ireland are the environmental agency responsible for protecting, managing and conserving Ireland's inland fisheries and sea angling resources. More information can be found by visiting our website . VISION, MISSION & VALUES Vision To place the inland fisheries resource in the best sustainable position possible for the benefit of future generations. Mission To protect, manage and conserve Ireland’s inland fisheries and sea angling resources and to maximize their sustainability and natural biodiversity. Values REMUNERATION The salary scale for the position is at the level of Assistant Principal Officer (AP) as applies in Inland Fisheries Ireland, it is an 8 point scale including 2 long service increments (LSI’s): Point 1 €82,330.61; Point 2 €84,082.71; Point 3 €87,160.69; Point 4 €90,240.87; Point 5 €93,323.29; Point 6 €95,091.63; Point 7 (LSI 1) €98,202.85; Point 8 (LSI 2) €101,311.87 (IFI AP Grade PayScale as of 01.02.2026). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. New entrants to the public sector will start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements. TENURE This post is offered on a permanent contract basis. APPLICATIONS & SELECTION PROCESS A cover letter and up to date Curriculum Vitae should be submitted by 5.00 pm on Tuesday 26th of May 2026. Late applications will not be processed. Short listing will be based on information provided in the Cover Letter and CV. Canvassing will disqualify. Inland Fisheries Ireland is an equal opportunities employer.
