Jobs in Donegal
Sort by: relevance | dateFisheries Officer
Inland Fisheries Ireland (IFI) has an exciting opportunity available for a Fisheries Officer to join our team, which would be well suited to those who have an interest in protecting, managing and conserving Ireland's inland fisheries and sea angling resources. The role of Fisheries Officer is responsible for front line implementation and enforcement of the provisions of the Fisheries Acts, Water Pollution Acts, Water Framework Directive & other relevant statutory provisions, to include the provision of comprehensive conservation, protection, improvement & development services, inland and at sea. The role of a Fisheries Officer has two main areas of responsibility: REMUNERATION The salary scale for the position is at the level of Fisheries Officer as applies in Inland Fisheries Ireland, it is a 14-point scale including 2 long service increments (LSI’s): Point 1 €32,299.08; Point 2 €33,901.38; Point 3 €34,826.61; Point 4 €36,084.89; Point 5 €37,076.48; Point 6 €38,109.19; Point 7 €38,865.10; Point 8 €39,927.13; Point 9 €40,812.20; Point 10 €41,519.36; Point 11 €42,574.81; Point 12 €43,642.87; LSI 1 €44,45,188.81; LSI 2 €47,159.90 (IFI FO Grade Payscale as of 01.08.2025) An unsocial hour’s allowance (UHA) of up to €7,821 per annum (pro-rata), will be payable at either 50% or 100% relative to the number of unsocial hours worked. 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 role is being offered on a permanent contract basis.
Court Messenger
1. The Role The role will be to provide support to the County Registrar assigned to the County of Donegal in their capacity as Sheriff and under the terms of the Enforcement of Court Orders Act, 1926, as amended. 2. Key Responsibilities The appointee will be assigned duties and responsibilities commensurate with the grade. The duties of a Court Messenger include, but are not limited to: (a) Enforcement of Decrees, Execution Orders, Fi Fas and Repossession Orders by: · the collection of monies on foot of Court Judgments lodged in the Court Office · the seizure and sale of goods to realise Judgment Debts · taking possession of lands and houses on foot of Court Orders including ejectment of persons in occupation (b) Maintenance of appropriate records to include: · Responsibility for cash, cheques and drafts received, issuing temporary receipts and accounting for monies received · Recording and updating of files and issue of appropriate notices and correspondence · Use of information technology systems (c) Customer Service · Maintaining contact with relevant stakeholders · Dealing effectively and speedily with customer queries (d) Other appropriate duties as assigned by the Office Manager. In discharging the duties detailed at (a) above, the appointee shall follow all directions relating thereto issued to him/her by the County Registrar (see Section 4 and 5 of the Enforcement of Court Orders Act, 1926 for more information) In discharging the duties at (b) to (d), the appointee shall report to the Office Manager or such person within the office designated for this purpose by the Office Manager or the Courts Service. The Court Messenger, being based at Letterkenny Court Office, will report to the Court Office Manager in relation to all HR matters e.g. annual leave, sick leave, performance management etc and any other matters not encompassed in (a) to (d) above. Additionally, a Court Messenger, at the direction of the Courts Service, may be required to provide assistance in other counties, where for example, the permanent Court Messenger is on extended leave of absence, or the position is vacant. Note, the above is intended as a guide and is neither definitive nor restrictive. 3. Essential Requirements: Candidates will be expected to demonstrate the following: Has Effective Decision-Making Skills where he/she: · Evaluates circumstances and considers his /her approach · Deals effectively with a wide range of information sources, investigating all relevant issues · Understands the practical implication of information in relation to the broader context (procedures, divisional objectives etc) · Identifies and understands key issues and trends · Correctly extracts and interprets numerical information, conducting accurate numerical calculations · Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence 6. Interviews Interviews will take place in a location in Letterkenny. Interviews will be structured in format, with candidates asked to provide examples of the competencies for the role as outlined in Section 5 of this document. Interview The competencies will be thoroughly and systematically assessed at interview to assess suitability for the grade of Court Messenger. The board may ask about the experiences described on the CV and cover letter or they may ask for other examples. It is anticipated the interview will last 30 minutes. Marks allocated at interview Each of the competencies will carry equal marks of 40 therefore a total of 120 marks is available. Candidates are required to achieve 20 marks in each competency to be considered for progression to the panel. Panel Formation Following the interview process a panel will be formed for the purpose of filling a Court Messenger Position. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 31 December 2026 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Requests for Feedback Feedback in relation to the selection process is available on request. There are no specific timeframes set for the provision of feedback. Please note that the Review Process as set out in the Code of Practice is a separate process with specified timeframes that must be observed. Receipt of feedback is not required to invoke a review. It is not necessary for a candidate to compile a detailed case prior to invoking the review mechanism. The timeframe set out in the Civil and Public Service published by the CPSA Code cannot be extended for any reason including the provision of feedback. Candidates' Obligations: Candidates in the recruitment process must not: • knowingly or recklessly provide false information • canvass any person with or without inducements • impersonate a candidate at any stage of the process interfere with or compromise the process in any way Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine and/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: · where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment. It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection process e.g. through social media or any other means, may result in disqualification from the competition. In addition, if a person found guilty of an offence was, or is a candidate at a recruitment process, they will be disqualified as a candidate and excluded from the process and if appointed to a post following the recruitment process, they will be removed from that post. Use of Recording Equipment The Courts Service 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. Any person wishing to use such equipment for any of these purposes must seek written permission in advance. Unsanctioned use of recording equipment by any person is a breach of this policy. Any candidate involved in such a breach will be disqualified from the competition. Specific candidate criteria Candidates must have the knowledge and ability to discharge the duties of the post concerned and be suitable on the grounds of character. Candidates must be suitable in all other relevant respects for appointment to the post concerned; and if successful they will not be appointed to the post unless they: · Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed; · Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Deeming of candidature to be withdrawn Candidates who do not attend for interview when and where required by the Courts Service, or who do not, when requested, furnish such evidence as the Courts Service requires in regard to any matter relevant to their candidature, will have no further claim to consideration. Candidates are expected to provide all requested documentation to the Courts Service, including all forms issued by the Courts Service for completion, within five days of request. Failure to do so will result in the candidate being deemed to have withdrawn from the competition and their candidature will receive no further consideration. 8. MATTERS RELATING TO ELIGIBILITY TO APPLY Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a stamp 4 permission1 or a Stamp 5 permission 1 Please note that a 50 TEU permission, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify candidates must be eligible by the date of any job offer. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) Incentivised Scheme for Early Retirement (ISER): It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular 7/2010 Any person who availed of the Targeted Voluntary Early Retirement Scheme set out in the above circular 7/2010 is not eligible for re-employment in the public health sector, the wider public service or in a body wholly or mainly funded from public moneys. Therefore, such person is not eligible to compete in this competition. Any person whose employment was terminated under the Voluntary Redundancy Scheme set out in the above circular 7/2010 is not eligible for re-employment in a body wholly or mainly funded from public moneys for a period of 7 years from the date of said termination. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 Any person whose employment was terminated under the terms of the Voluntary Redundancy Scheme for Local Authorities set out in the above circular 06/2013 is not eligible for re-employment in the public service (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from the date of said termination. Any successful candidate to whom these circumstances apply will not receive an offer of employment without proof that the period of non-eligibility has expired. Other Any person who by virtue of any scheme, agreement or any other arrangement whatsoever, including any variant of those listed above, terminated his or her employment in the civil or public service may not be eligible to compete in this competition under the terms thereof. Where a person is unsure as to the meaning or effect of such terms, he or she should contact the body with whom such arrangement was reached prior to making any application under this competition. Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. 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. Failure to make such a declaration may disqualify a candidate from proceeding further in this competition, the final determination of which shall be made by Courts Service at its absolute discretion. Salary The salary scale for the position (rates effective from August 2025 ) is as follows: Court Messenger - Personal Pension Contribution Salary Scale: €598.65, €658.47, €669.93, €719.63, €762.07, €799.36 (NMAX), €824.94 (LSI [1] ), €852.06 (LSI [2] ) New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. Salary is payable fortnightly in arrears by Electronic Funds Transfer (EFT) into a bank account of the appointees’ choice. Payment cannot be made until an appointee supplies a bank account number and bank sort code to the Human Resources Unit of the Courts Service. Statutory deductions will be made from salary as appropriate by the Courts Service. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Duties Appointees will be expected to perform all acts, duties and obligations as appropriate to this position (which may be revised from time to time). Hours of Attendance This is a fulltime post and hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week. Appointees will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down under working time regulations.
Payroll Officer
The Payroll Officer will play a crucial role in maintaining compliance with relevant laws and regulations, resolving payroll discrepancies, and collaborating with various departments to streamline payroll processes. This role requires strong attention to detail, payroll expertise, and the ability to work independently to ensure payroll operations run smoothly. This is an onsite position based in our facility in Burnfoot, County Donegal. RESPONSIBILITIES
Graduate Recruitment 2026 Professionally Qualified Social Worker
Job Summary The Child and Family Agency was established on 1st January 2014 and is responsible for a range of statutory functions including provision of child protection, alternative care, specified regulatory services and a range of family support services. The Agency has commenced a major improvement programme with significant focus on Practice, Culture and Structure. The Agency currently has responsibility for a budget of circa €1.2billion and delivers its services through over 5,500 people in 259 locations across the Country. The Child and Family Agency has responsibility for the following range of services •Child Protection and Welfare •Parenting, Family Support and Early Help Services •Alternative Care •Birth Information & Tracing and Adoption •Tusla Education Support Services (TESS) •Children’s Service Regulation •Counselling and Therapeutic Supports Further information is available on www.tusla.ie Purpose of Role The purpose of the post is to provide a social work service that seeks to improve the health and social wellbeing of the service users within the context of the local communities. S/he will achieve this thorough the implementation of an accessible, equitable, person-centred service. Job Objectives Main Duties and Responsibilities Professional / Clinical The Professionally Qualified Social Worker will: •Provide a direct point of access for the local community and offer initial and holistic social assessment and intervention to children, youth, families and groups. •Provide an initial assessment service to the care group and to develop referral procedures with other social work networked services. •Identify service users’ individual and collective needs in partnership with them and co-create early interventions and/or social action strategies to meet those needs. •Manage and prioritise a caseload appropriate to the post. •Provide supportive counselling, emotional and practical support, and information to service users and their families. •Adopt a holistic approach aimed at enhancing the quality of life, health and social well-being of all persons within the service area. •Promote independence, self-reliance, self-determination and empowerment with persons in their environment, with families and local groups. •Make it possible for service users to advocate for their own needs, or where appropriate advocate on behalf of service users. •Plan, deliver and engage in systemic interventions as appropriate with children, youth and families, groups, organisations and communities. •Participate and take leadership in community needs assessment and ongoing community involvement including initiating and participating in prevention and health promotion activities. •Deliver social work service in collaboration with other disciplines / agencies as required, in appropriate settings reflecting the needs of the service user. •Assess where social conditions are a major factor in health and social wellbeing, consult and plan with the service user/ relevant team/ service and arrange appropriate social services for those who need them. •Monitor and evaluate outcomes of person centred care plans for individual service users. •Actively participate as a member of the relevant team/ service in team building and change management initiatives. •Attend case conferences, meetings and other relevant fora as required. •Attend court, tribunals etc as required. •Work within current legislation, relevant policies and procedures, guidelines and protocols as laid down by the employer. •Incorporate Social Work values and ethical principles in planning, developing, implementing and reviewing interventions. •Implement models of best practice / evidence based practice. •Work within a key worker / case worker system, providing a co-ordinating role for case management where appropriate. •Take direction from his / her line manager. •Take an active role in an appropriate level of planned professional supervision, in accordance with the local/ national Supervision Policy. •Engage in reflective practice. •Deputise for the Social Work Team Leader as agreed / appropriate. •Promote a culture that values diversity and respect in the workplace. •Keep the Team Leader fully informed and up-to-date on all significant matters. Education & Training The Professionally Qualified Social Worker will: •Maintain standards of practice and levels of professional knowledge by participating in continuous professional development initiatives and attendance at courses as appropriate. •Engage in career and professional development planning in collaboration with the Social Work Team Leader / Principal Social Worker. •Keep up to date with advances in Social Work research, and ongoing review and evaluation of literature relevant to the assigned area. •Keep abreast of developments in national policies and strategies and international best practice. •Keep up to date with organisational developments within the Irish Health Service. •Act as a resource by participating in the induction, education and training of Social Work colleagues, other health professionals and service user groups as required. •Participate in the practice education of student Social Workers. •Support and train other staff in accordance with professional standards as appropriate. •Foster an understanding of the role and contribution of social work by providing professional consultation and education to other members of the service. Administrative The Professionally Qualified Social Worker will: •Maintain a high standard of documentation, including service user files in accordance with local guidelines and the Freedom of Information (FOI) Act. •Maintain accurate up to date records and files, and submit activity data as required. •Write accurate, clear, concise and purposeful reports. •Ensure the maintenance of service user and data confidentiality. •Contribute to the development and implementation of information sharing protocols and audit systems. •Contribute to policy development, performance monitoring and budgetary control of service in conjunction with the Social Work Team Leader/ Principal Social Worker. •Collaborate with the Social Work Team Leader / Principal Social Worker or designate in developing the role of the Social Worker and the service e.g. through planning, audit, production of standards, continuing education, quality improvement initiatives and research. •Assist in ensuring that the social work service makes the most efficient and effective use of developments in IT. Health & Safety •Comply with and contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards. •Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the service for example National Standards for Child Protection and Care and comply with associated Tusla – Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. •To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. Skills Requirement Eligibility Criteria Qualifications and / or Experience Applicants must by the closing date of application have the following: a) Expect to graduate or to have received final year results with at least a second class honours / merit in a degree (Level 8 or higher) in Social Work on the National Framework of Qualifications (NFQ) in 2026. b) Be registered in the Social Work Register maintained by the Social Work Registration Board maintained at CORU (or have entitlement to be registered and obtain registration prior to appointment). c) Maintain live annual registration on the Social Workers Register maintained by the Social Workers Registration Board at CORU d) Must have the requisite knowledge and ability (including a high standard of suitability and professional ability) for the proper discharge of the duties of the office. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Cabin Crew
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Stock Controller
Are you a detail-driven, organised professional who thrives in a busy, hands-on environment? We are seeking an experienced Stock Controller to join our Sheet Metal Department at our Burnfoot and help keep our operations running smoothly. As our Stock Controller, you will play a vital part in managing inventory accuracy, ensuring stock availability, and supporting efficient daily operations. You will join a close-knit, collaborative team where your work genuinely matters. This isn’t a box-ticking stock role, you will have real input into how inventory is managed, how processes can be improved, and how operations can run better. Key responsibilities:
Assistant Manager
Assistant Manager - Applegreen Letterkenny As an Assistant Manager at Applegreen, you will be a crucial part of our front-line operations. If you’re looking for a fulfilling role where you can make a difference every day and build lasting relationships, we’d love to hear from you! Apply now to join the Applegreen family and become part of a company that values community, teamwork, our customers. What will I be doing as an Assistant Manager at Applegreen? INDHP
Motor Mechanics
The work of a Motor Mechanic involves the servicing, maintenance, and fault diagnosis of automobile and light commercial vehicle mechanical and electrical systems. It includes the removal, installation, or repair of vehicle components according to original manufacturers’ specifications. At the end of the apprenticeship, the craftsperson will be able to demonstrate competence in the following: Core Skills Servicing
Domestic Supervisor
Principal Duties and Responsibilities The post holder will support the principle that care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree. Professional • Performance management systems are part of role and you will be required to participate in the Hospital’s performance management programme. • Monitoring of sickness/absence and implementation of local and national control measures at Department Level. Proactively manage persistent poor staff attendance. • Ensure that the highest standard of hygiene and cleanliness is maintained as per HIQA standards and guidelines. • Liaise with Ward Managers and Heads of Department to ensure a high standard of service is maintained in their areas. • Liaise with Infection Prevention and Control Team and Consultant Microbiologist as required. • To monitor each ward and Department ensuring cleaning schedules and frequencies are being carried out efficiently and effectively. • To order, issue and control cleaning materials, equipment and other related items. • To arrange roster and cleaning schedules in accordance with budget allocation. • To keep necessary records i.e. PPARS reports, control data, personnel files etc. • Drive continuous quality improvement through a team based approach demonstrating effective management and regular performance monitoring of service delivery through agreed Key Performance Indicators (KPIs) • To review output, performance and quality and implement training as required. • To carry out regular quality checks and patient environment audits. • To carry out regular maintenance checks and to report daily maintenance problems. • To carry out induction and “on the job” training for all employees. • To advise the Facilities Manager of new stock requirements. • To ensure all staff are trained in all aspects of Health & Safety and that regulations are compiled with. • To supervise the daily work of all Domestic Staff and to deal with problems as they arise. • To carry out all other duties relating to Domestic Services as the Facilities Manager may from time to time reasonably require. • To lead by example a professional, punctual and dedicated team promoting open communications. KPI’s • The identification and development of Key Performance Indicators (KPIs) which are congruent with the Hospital’s service plan targets. • The development of Action Plans to address KPI targets. • Driving and promoting a Performance Management culture. • In conjunction with line manager assist in the development of a Performance Management system for your profession. • The management and delivery of KPIs as a routine and core business objective PLEASE NOTE THE FOLLOWING GENERAL CONDITIONS: • Employees must attend fire lectures periodically and must observe fire orders. • All accidents within the Department must be reported immediately. • Infection Control Policies must be adhered to. • In line with the Safety, Health and Welfare at Work Acts 2005 and 2010 all staff must comply with all safety regulations and audits. • In line with the Public Health (Tobacco) (Amendment) Act 2004, smoking within the Hospital Buildings is not permitted. • Hospital uniform code must be adhered to. • Provide information that meets the need of Senior Management. • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Risk Management, Infection Control, Hygiene Services and Health & Safety • The management of Risk, Infection Control, Hygiene Services and Health & Safety is the responsibility of everyone and will be achieved within a progressive, honest and open environment. • The post holder must be familiar with the necessary education, training and support to enable them to meet this responsibility. • The post holder has a duty to familiarise themselves with the relevant Organisational Policies, Procedures & Standards and attend training as appropriate in the following areas: o Continuous Quality Improvement Initiatives o Document Control Information Management Systems o Risk Management Strategy and Policies o Hygiene Related Policies, Procedures and Standards o Decontamination Code of Practice o Infection Control Policies o Safety Statement, Health & Safety Policies and Fire Procedure o Data Protection and confidentiality Policies • The post holder is responsible for ensuring that they become familiar with the requirements stated within the Risk Management Strategy and that they comply with the Group’s Risk Management Incident/Near miss reporting Policies and Procedures. • The post holder is responsible for ensuring that they comply with hygiene services requirements in your area of responsibility. Hygiene Services incorporates environment and facilities, hand hygiene, catering, cleaning, the management of laundry, waste, sharps and equipment. • The post holder must foster and support a quality improvement culture through-out your area of responsibility in relation to hygiene services. • The post holders’ responsibility for Quality & Risk Management, Hygiene Services and Health & Safety will be clarified to you in the induction process and by your line manager. • The post holder must take reasonable care for his or her own actions and the effect that these may have upon the safety of others. • The post holder must cooperate with management, attend Health & Safety related training and not undertake any task for which they have not been authorised and adequately trained. • The post holder is required to bring to the attention of a responsible person any perceived shortcoming in our safety arrangements or any defects in work equipment. • It is the post holder’s responsibility to be aware of and comply with the HSE Health Care Records Management/Integrated Discharge Planning (HCRM / IDP) Code of Practice. The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/or experience Each candidate must, at the latest date for receipt of completed application forms for the post, possess the following: Professional Qualifications, Experience, etc. a) Eligible applicants will be those who on the closing date for the competition: (i) Possess a Junior Certificate OR (ii) Have completed a relevant examination at a comparable standard in another jurisdiction. AND b) Have a minimum of 3 years working in a relevant industry. AND c) Possess a competent level of spoken and written English to compile HACCP/HIQA documents. AND d) Candidates must possess the personal competence and capacity to properly discharge the duties of the role. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Post Specific Requirements • Demonstrate depth and breadth of experience in management and supervision of staff including management of rotas. • Depth and breadth of experience dealing with public/customer services. • Have relevant hospital/health care experience within the last 5 years. Additional eligibility requirements: Citizenship requirements Eligible candidates must be: (i) EEA, Swiss, or British citizens OR (ii) Non-European Economic Area citizens with permission to reside and work in the State Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status. To qualify candidates must be eligible by the closing date of the campaign. Skills, competencies and/or knowledge Candidates must demonstrate: Professional Knowledge • Demonstrate knowledge of National Standards for Safer Better Hospital Standards (2012). • Demonstrate evidence of a good overview of the range of domestic service requirements and their role in the provision of safe hospital care. • Demonstrate evidence of management experience. • Demonstrate evidence of computer skills Planning & Organising Skills • Demonstrate the ability to plan and organise day to day work in association with the wider healthcare team • Organise and prioritise own workload and to work on their own initiative. • Be flexible in their approach to their work. • Forward plans for service developments. • Anticipates trends and identifies opportunities. • Ensures that learning from new service models and practices influences service planning and delivery. • Ensure that records are contemporaneous and are maintained in accordance with the ‘National Hospitals Office Code of Practice Health Care Records Management Standards’ (HSE 2007) • Demonstrate capacity for management responsibility and demonstration of initiative, including decision making. Improve efficiency within working environment ability to evolve and adapt to a rapid changing Environment. • The ability to ensure that critical human and material resources are allocated in an effective way, monitors activity levels and intervenes to align resources and maximise efficiencies. Patient/Customer Focus • Demonstrate awareness of Quality Focus initiative in line with the Hospital’s and Saolta Hospital Group’s Continuous Quality Improvement Programme Leadership & Teamwork Skills • Demonstrate leadership and team management skills, including the ability to work as part of a multi-disciplinary team • Demonstrate motivation and an innovative approach to job & service developments • Demonstrates a teaching ability and an educational focus • Demonstrate an ability to implement and evaluate change. Decision Making & Problem Solving Skills • The ability to analyse information and make effective decision and solve problems in a timely manner. Communication & Interpersonal Skills • Demonstrate effective communication skills including the ability to present information in a clear and concise manner. • Foster and build good communication with all other Healthcare Professionals and patients/families of service users. • Demonstrate a willingness to share knowledge and/or new ideas with staff and colleagues • Demonstrate negotiation/influencing skills Policies and Procedures • Ability to participate in the development and implementation of policies and guidelines. The salary scale for the post is: €41,117 - €42,190 - €43,335 - €44,433 - €45,608 - €46,817 - €48,064
Cabin Crew
Experience the world as part of your career! Who we are looking for To be considered for Emirates cabin crew you’ll need to be:
