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Avista is a person-centred, rights-based organisation that is dedicated to improving the lives of children and adults with disabilities. We provide a wide range of services including Day, Residential and Respite supports to both children and adults in various locations across Dublin, Limerick and North Tipperary. Avista is looking for candidates who are committed to supporting people with Intellectual Disabilities and their families, in a person-centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: CARE ASSISSTANT St. Joseph’s Centre, Clonsilla. PERMANENT FULL-TIME CONTRACT (39 Hours Per Week) Salaries: €34,536 - €37,954 * (lsi) *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. Essential: Please submit a CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ [Text Wrapping Break] Informal enquiries to Eilis Madden Service manager 01 824 8610 Closing date for receipt of applications 06.04.26 Avista reserves the right to close the competition early should a sufficient number of applications be received. “A panel may be formed from which future positions may be filled across the Clonsilla service.” Avista is a public body and subject to Freedom of Information and Data Protection Requests. Avista is an equal opportunities employer.
Charity Tele-fundraiser
Oxfam Ireland requires an engaging and enthusiastic advocate for its growing telemarketing team - an amazing individual, to join an amazing team, to inspire and engage supporters of Oxfam and members of the public in relation to the crucial work Oxfam Ireland is carrying out. We would love to hear from you if you possess: What will the role entail: · Contacting previous regular donors to encourage them to give again · Contacting supporters of our campaigns to encourage supporting with a monthly gift · Upgrade of active committed givers to make an increase to their monthly gift · Thank you calls to our loyal donors to show appreciation for their support Hours of work: 35 hours per week (11am - 7pm Monday - Friday)
HTA Programme Manager
Tenure: Permanent. Additionally, HIQA may create a panel for future permanent and fixed-term vacancies that may arise. Blended Working: 1–2 days a week in the office and the remainder of the working week spent working from home. Further information can be found below in the Principal Conditions of Service under Blended Working Arrangements. Role Purpose The purpose of this role within the relevant business unit and for HIQA as a whole: The purpose of this role is to join a multidisciplinary team with responsibility for the effective implementation of HIQA’s programmes to deliver high-quality health technology assessments (HTAs), other evidence-based advice and evidence synthesis outputs, and therefore to embed evidence-based methodology in the health decision-making processes in Ireland. The HTA Directorate comprises approximately 60 analysts. HIQA works collaboratively with high-level stakeholders, with academic groups and with international HTA agencies to deliver these objectives. Methods development and academic outputs are actively encouraged, and the Directorate hosts a range of postgraduate fellowships and an active postgraduate degree training programme. The scope of the HTA Directorate’s work includes providing evidence synthesis and evidence-based advice to inform public health policy, and providing HTAs to inform decision making on investment or disinvestment in health technologies and programmes, including decisions in relation to national screening and national immunisation programmes. Teams within the HTA Directorate also perform evidence synthesis to support the development of National Clinical Guidelines and the development of national health policy, and evidence synthesis reviews to inform decisions related to the generic justification of practices involving medical exposure to ionising radiation. Since 2025, HIQA hosts the National Immunisation Advisory Committee (NIAC), Ireland’s National Immunisation Technical Advisory Group (NITAG). Staff from the HTA Directorate provide the clinical, technical and administrative secretariat for NIAC to support the development of independent evidence-based advice on vaccines, immunisation and related health matters to inform health policies in Ireland, and updates to the Immunisation Guidelines for Ireland. The post holder will actively engage in the work of the HTA Directorate and of HIQA to deliver on the annual business plan in line with the strategic objectives as outlined in HIQA’s Corporate Plan. Behavioural Expectations The way that HIQA people are expected to work to role model HIQA values: The incumbent of this role is expected to demonstrate HIQA’s values in the delivery of everyday work and interactions with clients and colleagues, by putting people first, being fair and objective, being open and accountable, demonstrating excellence and innovation, and working together. Common Tasks Team Member ▪ Seek clarity on the tasks associated with own role. ▪ Complete tasks in compliance with policies and procedures. ▪ Adhere to relevant legislation, standards and internal audits. ▪ Fulfil any mandatory or professional competency requirements. ▪ Maintain confidentiality and a professional approach. ▪ Raise any concerns in relation to workplace health and safety. ▪ Actively identify learning needs and development opportunities. ▪ Actively contribute as a team member. ▪ Follow direction and take on new and different tasks. ▪ Set and achieve performance goals that contribute to HIQA strategy. ▪ Regularly seek feedback to meet performance expectations and goals. Manager Team Management: ▪ Set clear strategic direction and action plans for direct reports. ▪ Build team cohesion and cultivate an engaged, productive environment. ▪ Undertake regular coaching, performance feedback and development conversations with direct reports. ▪ Ensure direct reports access appropriate training and development. ▪ Plan for and manage recruitment activity and vacant roles. ▪ Manage staff retention and attrition effectively. Operational Management: ▪ Contribute to business planning and knowledge management. ▪ Forecast and manage resources in line with available budget. ▪ Ensure that policies and procedures in area are current and adhered to. ▪ Ensure compliance with workplace health and safety standards. ▪ Meet audit requirements and ensure legislative compliance. ▪ Report on performance and relevant business measures as required. ▪ Identify risks and develop contingency plans where necessary. ▪ Identify inefficiencies and implement improvements to work practices. Role Specific Tasks The key tasks and activities associated with the role: The nature of the tasks and activities associated with the role will vary accordingly. It will involve: ▪ Delivering a programme management service to support the work of the HTA Directorate. ▪ Maintaining an up-to-date programme overview in coordination with project leads and senior management. ▪ Supporting project leads to develop and implement project management plans. ▪ Managing the administration of HTA Expert Advisory Group processes. ▪ Managing programme administrators. ▪ Leading quality improvement, knowledge exchange and risk management initiatives across the Directorate. ▪ Working with the Office of the CEO and the Board Secretariat to enable an efficient approval process. ▪ Tracking performance against business plan objectives. ▪ Preparing and actioning regular corporate performance and risk reports. ▪ Coordinating the annual production of the Directorate’s Impact Report and contribution to the HIQA Annual Report. ▪ Supporting the development, implementation and monitoring of the HTA Directorate Plan 2025–2027 and subsequent iterations. ▪ Coordinating Directorate-wide events, meetings and information. ▪ Coordinating HTA Directorate participation in conferences and external meetings. ▪ Supporting collaborative projects undertaken with academic partners and international bodies. ▪ Addressing Freedom of Information requests. ▪ Assisting in the development of processes, policies and quality standards to ensure HTA and evidence synthesis work is completed in accordance with described standards and is of a high quality. ▪ Supporting the development of the Strategy, Support and Research (SSR) function within the HTA Directorate. ▪ Proactively engaging in performance development reviews and actively seeking out learning and development opportunities. ▪ Mentoring more junior members of the team as required. ▪ Providing support to other directorate staff as required. ▪ Undertaking other duties and responsibilities as may be determined by the Director of Health Technology Assessment. The contents of any role description are not exhaustive and are intended to be indicative of the scope of the role. Qualifications Essential: In determining your eligibility, the following are the essential qualifications that will be assessed as part of the shortlisting stage of the selection process: ▪ Degree qualification (Level 8 on the National Framework of Qualifications or equivalent) in a discipline deemed relevant by the Authority for the post of Programme Manager. Desirable: ▪ Postgraduate qualification in project and/or programme management. ▪ Postgraduate degree in a relevant area, such as Public Health, Epidemiology, Health Economics, Health Services Research, or in a health-related science with a high content in health services research. Experience Essential: In determining your eligibility, the following are the essential knowledge and experience that will be assessed as part of the shortlisting stage of the selection process: ▪ Minimum of three years’ experience of working on the delivery of projects and process management. Other required knowledge and experience: ▪ Proven team working, project and programme management experience to deliver high-quality outputs within tight timelines. ▪ Extensive experience of presenting information through a variety of means to a range of audiences. ▪ Direct management of others, including task allocation, task assignment, and people management. ▪ Knowledge of risk management. ▪ Knowledge of information governance requirements. ▪ Proven written and verbal communication skills. ▪ Experience of communicating effectively with a diverse range of people and positively influencing others. ▪ Experience of liaising with both internal and external stakeholders to present information and/or gather data. Desirable: ▪ Experience of programme management in a clinical, health service research or health policy environment. ▪ Extensive experience in the use of information systems that support the delivery of project and process management. ▪ Project or process improvement experience. ▪ Knowledge of the healthcare system in Ireland and an understanding of the role of HTA and evidence synthesis to inform health policy and health service decisions. Principal Conditions of Service Probation A probationary period of six months applies to this position. Pay Candidates will be appointed on the minimum point of the salary scale (€75,448) and in accordance with the Department of Finance guidelines. The rate of remuneration will not be subject to negotiation. The incremental progression for this scale is in line with Government pay policy. The salary scale for this position is as follows: Engineer Grade II (PPC) €75,448 €77,172 €78,891 €80,619 €82,342 €82,801 €84,499 €86,262 €89,133¹ €92,011² After 3 years’ satisfactory service at the maximum After 6 years’ satisfactory service at the maximum Entry will be at the first point of the scale. An exception may occur where an appointee has been serving elsewhere in the public service in an analogous grade and pay scale. In this case, the appointment may be assimilated to the nearest point of the advertised salary scale with their incremental date adjusted accordingly. Please note the rate of remuneration may be adjusted from time to time in line with Government pay policy. Superannuation Pensionable public servants (new joiners) recruited on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. Please note that the Single Public Service Pension Scheme applies to all pensionable first-time entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks. In certain circumstances, for example where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. The legislation giving effect to the scheme is the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. For those who are not subject to the Single Public Service Pension Scheme (e.g. those transferring from other public service employment where the break in service, if any, is less than 26 weeks), the terms of the Health Information and Quality Authority Superannuation Scheme will apply. Annual Leave Annual leave is 27 days, rising to 30 days after 5 years’ service. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 per week. The appointee may be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties, subject to the limits set down under working time regulations. Blended Working Arrangements HIQA has introduced blended working to offer more flexible working arrangements to all employees. We aim to strike a balance between being flexible, efficient and resilient by facilitating blended working where practical, while enabling onsite interaction, collaboration and support as required. All roles in HIQA have been assessed under the criteria of business needs and role suitability for blended working. This determines the proportion of time that employees will spend working in HIQA offices and working from home, depending on their role. Depending on the role, there may be a requirement to attend the office for more than the allocated number of days for training and onboarding purposes at the start of your employment and during the probation period. A review of our blended working model confirmed that this model is working well in HIQA; therefore, we are now moving from Interim Blended Working to a long-term Blended Working Model. Our existing policy and documentation will be revised and updated once the framework for the Work-Life Balance and Miscellaneous Provisions Act is published. Our model is in line with the Civil Service Framework for Blended Working in Ireland. Further guidance on HIQA’s Blended Working Policy, which includes eligibility criteria, will be issued to successful candidates. This is an opt-in policy and details on how you can apply will be issued to you before you start.
Staff Product Designer, Go-to-Market AI
Join HubSpot’s Design Team The Flywheel Product Line is an org focused on helping HubSpot grow faster by using AI to dramatically improve how we serve customers and how our GTM teams work. We're doing this across three core areas: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Mid-Market Account Executive
What will you get to do in this Mid-Market UK/I Account Executive role? As an Account Executive at HubSpot, you will leverage both inbound and outbound selling strategies to identify and close new business opportunities. You will play a crucial role in helping clients enhance their operations and growth using the HubSpot software. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Business Development Representative
As a Business Development Representative, your role is to seek out and engage “good fit” companies through strategic prospecting. To do this you will leverage HubSpot’s existing leads and generate new interest through calls, emails and social media messaging. When connecting with a prospect you will learn about their business challenges to determine whether HubSpot will serve as a solution. When you have identified a qualified prospect, your goal is to concisely communicate the value of HubSpot and gain interest in a deeper conversation with an Account Executive. You will have a working relationship with 2-3 Account Executives. Each day you will collaborate with the Account Executives you support and your fellow BDRs to develop innovative strategies for uncovering new opportunities. What are the responsibilities of a Business Development Representative? In this role, you will need to: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Account Executive - Small Business
What will you get to do in this Small Business UKI Account Executive role? As an Account Executive at HubSpot, you use outbound selling strategies to find new business and help them grow using HubSpot software. You benefit from inbound leads and partner with Business Development Reps to research prospects and create outreach strategies. You run online demos of the HubSpot software and successfully sell the HubSpot value proposition. Your target clients will largely consist of small and mid-sized businesses. This position would be based out of your home office working in an inside sales model, and it is a full closing role. We are actively hiring for a Small Business Account Executive; candidates are eligible to be office, flex or remotely located in the Republic of Ireland based on individual preference! Please check out this article for more context: The Future of Work at HubSpot: How We're Building a Hybrid Company. What are the responsibilities of a Small Business UKI Account Executive? In this role, you will get to: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Assistant Manager
This role is based in the National Apprenticeship Office and will lead the unit in implementation of actions in the Action Plan relating to the strategic development of system capacity through capital. It will involve taking the lead on various capital related tasks and projects to support the growth and maintenance of the apprenticeship system. This postholder will support the planning, delivery and operation of capital projects for all apprenticeships. The main focus of this role will be to project manage the apprenticeship capital investment programme for the National Apprenticeship Office. The postholder will ensure operational excellence by performing managerial tasks, such as continuing to develop, implement and maintain capital funding processes with adherence to the infrastructure guidelines both internally and externally with key stakeholders. The successful candidate will be expected to demonstrate strong project management skills and have experience in procurement methodology and delivery of multi stakeholder projects. The ability to engage with a wide range of stakeholders and counterparties at all levels and to lead and develop relationships are also key aspects of the role. The Assistant Manager, Capital will: ➢ Manage and support the planning, delivery and operation of apprenticeship capital projects to develop a capacity development strategy. ➢ Support the approval and delivery of targeted apprentice training facilities to expand apprenticeship capacity in collaboration with the SOLAS FET College of the Future team. ➢ Manage, where appropriate, the Approval Gate process in line with the Infrastructure Guidelines, Capital Works Management Framework and the Department of Further and Higher Education, Research, Innovation and Science (DFHERIS). ➢ Provide oversight of, and support to, ETBs through the design, planning, procurement and delivery of apprenticeship capital project resources. ➢ Liaise closely with the SOLAS FET College of the Future Unit, ETB’s, HEA and the Department of Further and Higher Education, Research, Innovation and Science (DFHERIS) on the development of capital plans for apprenticeship. ➢ Develop the programme and project corporate governance structures in partnership with DFHERIS and SOLAS ensuring clarity of roles and responsibilities between stakeholders. ➢ Lead the internal team members working on policy, templates, processes, costings and reporting as necessary during projects or in response to PQs. ➢ Develop lean internal project and programme management structures and processes. ➢ The successful applicant will work closely with internal colleagues in SOLAS particularly, the Manager with responsibility for system capacity and planning. ➢ Attend meetings and represent SOLAS as required at liaison committees, quarterly governance meetings with DFHERIS and other key project meetings. ➢ Develop a detailed understanding of DFHERIS and SOLAS oversight requirements and monitor compliance by both SOLAS and ETBs through the lifecycle. ➢ Create and manage stakeholder relationships and ensure that the integrity and reputation of SOLAS is held in high regard. ➢ Prepare and coordinate regular spending and output progress reports, recommendations, board papers and presentations. ➢ Active monitoring and reporting on programme budgets, costs and progress against schedule. ➢ Carry out any other duties deemed appropriate for the position by the Director. Requirements • Minimum of 3 years’ experience in a capital estates role and ideally within further education sector/ tertiary education system in Ireland • Knowledge of Capital Works Management Framework and the Infrastructure Guidelines. • Experience in managing programmes and other operational schemes. • Knowledge of the apprenticeship system • Strong organisational skills, capable of providing strategic input to programme planning and implementation for informed decision making • Proven track record on attention to detail and accuracy in analysis and reporting. • Excellent written and verbal communication skills, including ability to present information clearly, concisely, and confidently when speaking, and excellent report writing skills. • Strong IT skills and experience of working with social media and web content management and analytical tools. • Excellent interpersonal skills • Strong team player, who supports and collaborates with colleagues to achieve organisational goals • Ability to work well under pressure on multiple tasks and to achieve deadlines. • Experience in coordinating surveys and other feedback mechanisms • Ability to work well under pressure on multiple tasks and to achieve deadlines • Proven ability to work on own initiative and deliver assigned goals and tasks • Relevant project management qualification(s) and/or minimum 3 years relevant project management experience. • Track record in working effectively with a broad base of project stakeholders • Experience in effectively facilitating meetings both large and small, online and in-person, as well as gathering and reporting on feedback from meetings and other engagements • Ability to prioritise and delegate work to ensure timelines are met whilst ensuring quality is achieved.
Clerical Officer
Overview of the Role The key features of the role are: Clerical Officers in the Legal Aid Board carry out a range of duties which can vary with work assignment. They provide essential clerical and administrative support to the many functions of the Board. Clerical Officers are often the initial contact point for members of the public and can play a crucial role in informing the public about the Board’s services, and in directing them to other agencies that may be able to meet their needs. A Clerical Officer in the Legal Aid Board can fill many different roles including but not limited to; · General administrative work including; filing, photocopying, answering and making telephone calls, dealing with emails, reception duties, drafting letters · Supporting line managers and colleagues · Working as part of a team in delivering services · Communicating and dealing with clients e.g., responding to queries and providing information via telephone or email · Providing the highest standards of customer service · Using Information Technology on a daily basis e.g., word processing, spreadsheets, database, emails and internet · Maintaining high quality records in a thorough and organised manner · Checking all work thoroughly to ensure it is completed to a high standard · Approaching work in a careful and methodical manner, displaying accuracy at all time, even when conducting repetitive work Clerical Officer Competencies Candidates should demonstrate the skills and capabilities under the six main competencies identified for this role: · Team Work · Information Management and Processing · Delivery of Results · Customer Service and Communication Skills · Specialist Knowledge, Expertise and Self Development · Drive and Commitment to Public Service Values Candidates to be called for interview may be shortlisted on the basis of the information provided in the Application Forms. Please see Appendix I for more information on the Clerical Officer competencies. Essential entry requirements Candidates must by the closing date of the competition; · Have the requisite fluency, knowledge, skills and competencies to carry out the role · Have an appropriate level and experience of relevant ICT skills, e.g., proficiency in Word, Excel and email. · Be at least 17 years of age · Fulfil Citizenship, Garda Vetting Clearance and Reference check requirements – further information below · Ensure that they meet the criteria regarding Public and Civil Service Redundancy, Ill health Retirement Schemes · Demonstrate the skills and capabilities under the competencies identified for this role. As an Employer of Choice, the Civil Service has many flexible and family friendly policies e.g. Work-sharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation and on a case-by-case basis. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations Principal Conditions of Service General The appointment is to a position of Clerical Officer in the Legal Aid Board. Employees of the Legal Aid Board are Civil Service and are subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay Clerical Officer PPC Salary Scale – from 1st February 2026 605.69 - 949.31 per week 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. 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 currently a serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. Successful candidates 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. Tenure and Probation The appointment may be to a permanent or temporary position in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. The contract for a temporary position will be for a period specified in the contract. Candidates offered a fixed term contract post from this competition will remain under consideration for any future permanent posts. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you – · have performed in a satisfactory manner, · have been satisfactory in general conduct, and · are suitable from the point of view of health with particular regard to sick leave. . Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A (2) Civil Service Regulation Acts 1956–2005 . This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you by the Legal Aid Board and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In certain circumstances your contract may be extended and your probation period suspended. The extension must be agreed by both parties. · The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. · In relation to an employee absent on Parental Leave or Carers Leave, the employee may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation. · Any other statutory provision providing that probations shall – i. Stand suspended during an employee’s absence from work, and ii. Be completed by the employee on the employees return from work after such absence. When the probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department. Unfair Dismissals Act 1977-2015 The Unfair Dismissals Acts 1977-2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed. Duties The Officer will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict in any way with the position to which the candidate is appointed. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Headquarters The Officer’s headquarters will be such as may be designated from time to time by the Head of the Department. When absent from home and headquarters on official duty, appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross or 35 hours net per week. Where extra attendance is necessary, overtime payments will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The annual leave for this position is 22 days, rising to 23 after 5 years’ service, 24 days after 10 years’ service, 25 after 12 years’ service and 26 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave Circulars. Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts directly to the Legal Aid Board. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attaching to membership of the Single Scheme are as follows: Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66. · Retirement Age: Scheme members must retire on reaching the age of 70. · Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI). · Post retirement pension increases are linked to CPI.
NHIS Systems Manager
Background The Health Research Board (HRB) is a statutory agency under the aegis of the Department of Health. As the lead agency in Ireland responsible for supporting and funding health research, generating health information and promoting the use of evidence in policy and practice, we are motivated and inspired by our vision – for better health through excellent research, data and evidence. The HRB’s mission is to support research that improves people’s health, promotes evidence-informed care and creates solutions to societal challenges. An overview of the HRB’s objectives and activities may be found in The HRB Strategy 2021-2025, Health research – making an impact , ( https://www.hrb.ie/strategy-2025/ ). The NHIS Unit in the HRB manages four national health information systems on behalf of the Department of Health. These systems 1) produce data and information to assist the Department with policy and planning, 2) enable the HSE to report on its service planning processes, and 3) generate research that is relevant to both policy and practice. The systems are held on LINK, a web-enabled platform developed specifically for the HRB. Small teams of researchers and analysts work to generate reports from the data collected. Key responsibilities of the post of NHIS Systems Manager The HRB is seeking to recruit a full time, permanent LINK System Manager in the NHIS for the HRB’s LINK system. Key Accountabilities will include but are not limited to:Oversee the ongoing management and development of the NHIS systems Competencies Competencies incorporated into this role profile reflect the competency framework issued in conjunction with the Civil Service Competency Framework which has been adopted by the HRB. A comprehensive list of expected competencies ca be found at Higher Executive Officer Competency Framework Reporting relationship The Link System Manager (NHIS Unit) will report to the Head of Unit (NHIS). Salary scale: Salary Range for LINK System Manager – NHIS (Grade VII) €60,613 – €78,795 Note: this post is a permanent, full-time position. Appointment will be made in accordance with the Department of Health guidelines. New entrants to the public service will be appointed at the first point of the scale How to apply Please submit a cover letter and curriculum vitae by email to recruitment@hrb.ie . In your submissions please clearly state the appropriate components of your third level education and experience that pertain particularly in relation to the software development lifecycle. You must include the name of the post that you are applying for in the email subject line.
