Clerical Officer jobs in Ireland
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Salary: Scale 5 SCP 14-19 £28,624 - £31,067 per annum Hours: 37 hours per week, Monday – Friday 9.00 am – 5.00 pm. A flexible working hours scheme in operation. The postholder may be required to work additional hours and outside normal working hours to meet the needs of the post. JOB PURPOSE: The postholder will be responsible for a wide range of duties and will report directly to the System Support Officer. They will be required to provide assistance in the design, implementation, training, maintenance and support of Finance software applications, and associated data. The postholder will also be required to assist with the input, collation and provision of accurate, timely and relevant financial information for Council officers. MAIN DUTIES & RESPONSIBILITIES 1. Assist in the configuration, deployment and maintenance of the computerised Finance Software system. 2. Assist with the integrity of the system security and levels within the authorisations and all structures. 3. Provide first point of contact advice and support via the helpdesk on finance software applications to finance system users. 4. Maintain a record and report on the helpdesk issues relating to the finance software. 5. Assist in maintaining an efficient and effective user support function, ensuring that finance software and application problems and faults are fully documented, and appropriate corrective measures are taken and liaise with the external finance software helpdesk package providers to resolve issues. 6. Assist and work in conjunction with the finance software provider including interrogation of the system, running reports and inquiries to identify and resolve system issues and update support documents for future reference. 7. Assist in the creation and delivery of the training programme for officers and managers across the Council on the finance system, including producing and maintaining training documents. 8. Provide first point of contact for users regarding training and support issues, assisting in and facilitating, as and when required, the training of end users who require Finance software familiarisation, instruction, and training on the software system and related packages. 9. Assist in the implementation of software upgrades, third party imports/integrations and any testing associated with developing issues and provide information to the external provider on progress and issues arising. 10. Liaise with the ICT section in relation to any relevant finance software issues. 11. Assist in the development and maintenance of procedure documents and user manuals in relation to the finance system software. 12. Assist with and participate in clearing down and purging old data to ensure the system is holding relevant, accurate, timely and up to date information. 13. Provide regular feedback to the System Support Officer on issues arising through the helpdesk and particularly with regards to repetitive issues that may need to be investigated further by the external system provider. 14. Provide support to the System Support Officer in the creation of system reports regarding the provision of financial management information. 15. Assist with and participate in month-end and year-end closedown routines within the finance team, on occasions as required. 16. Assist with the input of information to the general ledger system on an ad-hoc basis. 17. Provide cover for Finance Officers as required. 18. Assist in the collation and provision of accurate, timely and relevant financial information to officers of the Council as required. 19. Undertake any other relevant duties that may be required and are commensurate with the nature and grade of the post. Qualifications and training • Five GCSE’s (Grades A – C) or equivalent/comparable including English Language and Mathematics. Experience • One years’ relevant experience to include at least 3 of the following: ▪ Front line service desk experience; ▪ System configuration; ▪ Processing financial transactions; ▪ Provision of training and training material; ▪ Regular use of a computerised finance system. Key skills, knowledge and attributes • Awareness of the technical aspects of Finance systems, finance transactions and configurations; • Ability to work as part of a team; • Well-developed customer service skills; • Ability to build relationships with officers at all levels; • Ability to deal with and resolve issues using personal and professional judgement; • High degree of self-motivation and initiative; • Excellent communication skills; • Able to organise and prioritise work; • Ability to undertake multiple tasks with minimal supervision; • Ability to work under pressure; • Ability to exercise tact and discretion in relation to confidential matters. • Competent in the use of Microsoft Office packages. Driving Access to a form of transport which will permit the post holder to carry out the duties of the post in full. Working Arrangements/Flexibility 37 hours per week, Monday – Friday 9.00 am – 5.00 pm. A flexible working hours scheme in operation. The postholder may be required to work additional hours and outside normal working hours to meet the needs of the post.
Assistant Staff Officer
Principal Duties and Responsibilities The position of Grade IV encompasses both managerial and administrative responsibilities, which include the following: Administration • Ensure the efficient day-to-day administration of area of responsibility and support the Senior Recruitment Team with administration tasks • Provide administrative support for the Recruitment Life Cycle • Ensure that deadlines are met and service levels maintained • Support the preparation and issuing of office documentation (correspondence, reports, etc.) to the highest possible standard by monitoring and reviewing the work of the team to ensure quality and accuracy • Ensure that archives and records are accurate and readily available • Maintain confidentiality of documentation, records, etc • Maximise the use of technology in ensuring work is completed to a high standard • Ensure line management is kept informed of issues • Ensure that stakeholders are kept informed and that their views are communicated to middle management Customer Service • Promote and maintain a customer focused environment including monitoring efficiency of service provided by the team and notifying Line Manager of any deficiencies • Ensure that service users are treated with dignity and respect • Act on feedback from service users / customers and report same to Line Manager Service Delivery and Improvement • Actively participate in innovation and support change and improvement initiatives within the service; implement agreed changes to the administration of the service • Encourage and support staff through change processes Standards, Policies, Procedures and Legislation • Maintain own knowledge of employer policies, procedures, guidelines and practices, to perform the role effectively and to ensure current work standards are met by own team • Maintain own knowledge of relevant regulations and legislation e.g. Financial Regulations, Health & Safety Legislation, Employment Legislation, FOI Acts, GDPR • Ensure consistent adherence to procedures within area of responsibility • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role • 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 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 1.Professional Qualifications, Experience, etc (a) Eligible applicants will be those who on the closing date for the competition: (i) Have satisfactory experience as a Clerical Officer in the HSE, TUSLA, other statutory health agencies, or a body which provides services on behalf of the HSE under Section 38 of the Health Act 2004 Or (ii) Have obtained a pass (Grade D) in at least five subjects from the approved list of subjects in the Department of Education Leaving Certificate Examination, including Mathematics and English or Irish1. Candidates should have obtained at least Grade C on higher level papers in three subjects in that examination. Or (iii) Have completed a relevant examination at a comparable standard in any equivalent examination in another jurisdiction Or (iv) Hold a comparable and relevant third level qualification of at least level 6 on the National Qualifications Framework maintained by Qualifications and Quality Ireland, (QQI). Note1: Candidates must achieve a pass in Ordinary or Higher level papers. A pass in a foundation level paper is not acceptable. Candidates must have achieved these grades on the Leaving Certificate Established programme or the Leaving Certificate Vocational programme. The Leaving Certification Applied Programme does not fulfil the eligibility criteria. And 2. Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office. 1. Health Candidates 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. 2. Character Candidates for and any person holding the office must be of good character. Post Specific Requirements • Experience in working in a busy Recruitment / Human Resource function. • Experience using an applicant tracking system. • Experience in managing high volume recruitment campaigns. Other requirements specific to the post • A flexible approach to working hours is required in order to ensure deadlines are met. • Access to transport as post will involve travel across Region. Skills, competencies and/or knowledge Professional Knowledge & Experience • Demonstrates knowledge and experience relevant to the role as per the duties & responsibilities, eligibility criteria and post specific requirements of the role • Maximise the use of ICT, demonstrating excellent computer skills particularly Microsoft Office, Outlook etc. • Demonstrate the ability to work in line with relevant policies and procedures Planning and Managing Resources • Demonstrate the ability to plan and organise own workload and that of others in an effective and methodical manner within strict deadlines, ensuring deadlines are met • Sets realistic goals and time-scales, taking account of potential problems and competing priorities • Devotes time and energy to the most important task at any given time • Maintains an awareness of value for money Evaluating Information, Problem Solving & Decision Making • Demonstrate numeracy skills, the ability to evaluate information, problem solve and make effective decisions • Makes decisions and solves problems in a timely manner before they accumulate • Gathers information from enough sources and other people to make well founded decisions / solve problems Team working • Demonstrate the ability to work on own initiative as well as part of a team • Contributes to a positive team spirit • Demonstrates a willingness to become involved and help team members if they are under pressure Communication & Interpersonal Skills • Effective communication skills including the ability to present information in a clear and concise manner • Strong written communication skills • Strong interpersonal skills including the ability to build and maintain relationships with a variety of stakeholders; treats others with dignity and respect • Demonstrate the ability to influence people and events Commitment to a Quality Service • Demonstrate a commitment to providing a quality service • Demonstrate awareness and appreciation of the service user and has strong customer service skills • Embraces the change agenda; demonstrates flexibility, initiative and adaptability in a changing work environment Campaign Specific Selection Process Ranking/Shortlisting/Interview A ranking and or shortlisting exercise may be carried out on the basis of information supplied in your application form. The criteria for ranking and or shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not progressing to the next stage of the selection process. Those successful at the ranking stage of this process, where applied, will be placed on anorder of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation. Tenure The current vacancy available is permanent and whole time. The post is pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part time duration may be filled. The tenure of these posts will be indicated at “expression of interest” stage. Appointment as an employee of the Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointments) Act 2004 and Public Service Management (Recruitment and Appointments) Amendment Act 2013. Working Week The standard weekly working hours of attendance for your grade are 35 hours per week. Your normal weekly working hours are 35 hours. Contracted hours that are less than the standard weekly working hours for your grade will be paid pro rata to the full time equivalent. Annual Leave The annual leave associated with the post will be confirmed at Contracting stage. Remuneration The salary scale as of 01/03/2025 for the post is: The Salary scale for the post as at 01/10/2022 is: €35,256, €37,367, €38,215, €40,356, €42,317, €44,033, €45,694, €47,935, €49,563, €51,206, €52,768, €54,370 LSIs New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies.
Clerical Officer
JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: CLERICAL Officer Grade 4 EAST LIMERICK Children’s SERVICES, LIMERICK Specific Purpose PART-TIME CONTRACT (28 Hours Per Week) (12 MONTHS CONTRACT) Salary: €35,256-€54,370* (lsi) pro-rata *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work Ref: 80369 Avista in partnership with the HSE are lead agency of East Limerick Children Services, a Children’s Disability Network Team in Limerick. Our service is committed to supporting children with complex disability needs and their families, in a family and person centred, community based, socially inclusive manner in accordance with our core values and ethos and underpinned by quality, best practice and research. As a Clerical Grade 4 Officer working in our service, you will support and assist the clinical and management team and the overall Avista Children Services Limerick operations in relation to administrative tasks. You will at times liaise with internal and external professionals and families who access our services as assigned. Essential: · Leaving Certificate /FETAC Level 5 in office administration or have at least 3 years experience of working in a busy and varied environment. · A thorough working knowledge of Microsoft Office, together with excellent typing skills Including Dictaphone. Desirable: · Have excellent telephone, communication and interpersonal skills as well as ability to support with scheduling and planning · Applicants should possess good planning, organisational, communication, problem solving and time management skills · The successful candidate will be self-motivated and willing to work as part of a team as well as on their own initiative · Experience of inputting data into data base · Driving licence as some work might include attendance at different location. *Applicants should possess Level 1 behavioural competencies of Avista competency framework. Why work with us? Excellent Career Progression Opportunities. Supportive and innovative working environment. Comprehensive Pension Scheme Generous annual leave entitlement Paid Maternity Leave & Sick Pay scheme Bike to work Scheme Tax Saver Travel Scheme Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Nicola Haran Breen, Children’s Disability Network Manager, Tel: 087 - 6470225 Closing date for receipt of applications: 13th June 2025 “A panel may be formed from which future Clerical Positions may be filled.” Avista reserves the right to close the completion early should a sufficient number of applications be received. Avista is an equal opportunities employer.
RHM---, IFMS Accounts Payable Officer
Grade IV - IFMS Accounts Payable Officer RHM-05-25-109 Regional Hospital Mullingar Location of Post: Midland Regional Hospital Portlaoise / Ospidéal Réigiúnach Lár an Mhuilinn Chearr. There is currently one permanent , whole-time Grade IV – IFMS Accounts Payable Officer vacancy available in the Finance Department in the Midland Regional Hospital Mullingar. A panel may be formed as a result of this campaign for a Grade IV – IFMS Accounts Payable Officer from which current and future, permanent and specified purpose vacancies of full-time or part-time duration may be filled. Informal Enquries: For further information about the role, please contact: Gail Manning Finance Officer Midland Regional Hospital Mullingar Email: gail.manning@hse.ie Tel: 044 93 94155 HR Point of Contact: DML is committed to providing information and services which are accessible to all, if you require accessibility assistance throughout any stage of the recruitment process, please contact: Will Wang HR Recruitment Officer HSE Dublin and Midlands Email: William.Wang@hse.ie Tel: 089 258 4228 Purpose of Post: The Grade IV – IFMS Accounts Payable Officer will be a key player in the roll out of the IFMS System for the Accounts Department at the Midland Regional Hospital Mullingar, with the responsibility for providing effective and efficient management of key financial and administration tasks in the finance function. Eligibility Criteria, Qualifications and / or Experience: 1. Professional Qualifications, Experience, etc Eligible applicants will be those who on the closing date for the competition: (i) Have satisfactory experience as a Clerical Officer in the HSE, TUSLA, other statutory health agencies, or a body which provides services on behalf of the HSE under Section 38 of the Health Act 2004. OR (ii) Have obtained a pass (Grade D) in at least five subjects from the approved list of subjects in the Department of Education Leaving Certificate Examination, including Mathematics and English or Irish 1 . Candidates should have obtained at least Grade C on higher level papers in three subjects in that examination. OR (iii) Have completed a relevant examination at a comparable standard in any equivalent examination in another jurisdiction. OR (iv) Hold a comparable and relevant third level qualification of at least 6 on the National Qualifications Framework maintained by Qualifications and Quality Ireland (QQI). Note1: Candidates must achieve a pass in Ordinary or Higher level papers. A pass in a foundation level paper is not acceptable. Candidates must have achieved these grades on the Leaving Certificate Established programme or the Leaving Certificate Vocational programme. The Leaving Certification Applied Programme does not fulfil the eligibility criteria. AND (b) Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office. 2. Health Candidates 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. 3. Character Candidates for and any person holding the office must be of good character. Post Specifics: · Experience working with the IFMS system in relation to Purhase to Pay , along with data migration. · Excellent Microsoft Skiils to include Excel, Word, email. · Experience in preparing Monthly Management Accounrts. · Experience of working collaboratively cross functionally within a complex working environment with multiple internal and external stakeholders, as relevant to the role. · Excellent communication skills (internal & external stakeholders).
Clerical Officer
SOLAS, the Further Education and Training Authority of Ireland, was established on 27 October 2013 and its mission is to fund, co-ordinate and monitor a range of Further Education and Training (FET) provisions that is responsive to the needs of learners and employers. It is an agency of the recently formed Department of Further and Higher Education, Research, Innovation and Science. SOLAS works in close collaboration with Education and Training Boards (ETBs) across Ireland on provision of high-quality further education and training, equipping learners with relevant skills and knowledge, and providing a pipeline of talent into employment and to the Irish economy and society. At SOLAS, we put the learner, employers and communities, which FET serves, at the heart of everything we do. Working with sister agencies, SOLAS leads actions in key policy and strategy documents including the most recent Further Education and Training (FET) Strategy 2020 – 2024, the evaluation of the National Youthreach Programmes (2019), the National Skills Strategy 2025 and the People Strategy 2020-2024 and others. SOLAS is seeking to recruit a panel of Permanent Clerical Officers for various Business Units across SOLAS. Successful applicants will be placed on a panel for a period of up to 12 months to fill future permanent vacancies should they arise. The Clerical Officer will provide administrative support to the Business Units. The successful candidate will provide a range of office administration duties, clerical support and customer service duties to the business units. Candidates should have a flexible and innovative approach to work as well as excellent administration and communication skills. They must be team players and be willing to engage in continuous training. This is a permanent position for which the salary scale ranges from €30,797 to €47,950 per annum (inclusive of two long service increments) for a 35-hour week. Starting pay will be at the minimum point of the scale as per Government Circular E100/8/82. Exceptional circumstances may apply for candidates with current service in the Civil/Public service. Role Summary To provide an efficient and effective clerical administrative, organisation and customer support service. Key Tasks/ Responsibilities 1. Provide a high level of clerical services using Microsoft Office products and in-house computerised systems. 2. Preparation and issue of correspondence for internal and external use. 3. Face-to-face, telephone and written communication with customers both internally and externally. 4. Roster duties on dedicated call-centre lines where necessary. 5. Acting as a point of contact for general queries regarding the unit’s work. 6. Maintain all necessary records including electronic back-ups which are related to the unit. 7. Checking, processing, editing, filing and retrieving of information both electronically and manually. 8. Validation, reconciliation and payment of invoices and accounts in line with relevant procurement procedures. 9. Scheduling and organising meetings and events/ management of diaries. 10. Liaise with other units within SOLAS in pursuit of information to ensure the smooth running of the unit. 11. Ensure a high level of customer service. 12. Compilation of stock takes, ordering of equipment/ office supplies. 13. Undertaking of projects and collation of data. 14. Assist in the maintenance and improvement of Quality Systems. 15. Any other duties/ project work which may be specified from time to time. Requirements Essential: • NQF/QQI Level 4 standard of education is the minimum standard required. • Appropriate ICT skills, e.g. proficiency in Word, Excel, Access, PowerPoint and e-mail. • Well motivated to make a positive contribution to the provision of SOLAS services. • Have demonstrated ability, initiative and flexibility in previous positions. • Ability to organise, plan, schedule and follow-up. • Ability to multi-task within a busy work environment. • Good communication skills, and able to respond to queries in a confident manner, both written and verbal. • Good numerical abilities. • Ability to work as part of a team. Desirable: • At least 1 year relevant experience with a proven record of administrative and organisational skills. • Experience in deadline driven environment. • Previous call-centre experience. • Knowledge of SOLAS and its services. • Basic web maintenance experience. • Basic report writing skills. • Evidence ofself-development.
Administrative Officer
The Role Maynooth University is committed to a strategy in which the primary University goals of excellent research and scholarship and outstanding education are interlinked and equally valued. Jointly led by the Department of Psychology and the Department of Education, the newly established Professional Doctorate in Educational Psychology (D.Ed.Psych.) at Maynooth University is a postgraduate professional programme designed to develop highly skilled, ethical, and reflective educational psychologists. The programme is grounded in Maynooth University's core values, with a strong emphasis on equality, diversity, and inclusion. We are seeking an Administrative Officer to provide administrative leadership and support for this new programme working collaboratively with colleagues across both Departments and with external stakeholders. The role will involve the provision of a high level of support for staff and students, along with significant input into the development of systems and procedures to support the programme implementation. These are to be developed in conjunction with University systems and processes to meet the operational and strategic needs of the programme and Departments. Principal Duties Administrative and other duties: This will include: • Assisting with the management of the programme and liaising with units including Registry, Student Records, the Graduate Research Academy and Examinations Office. • Providing administrative support to the Programme Director and other members of the programme team, including onboarding of new staff. • Liaison with relevant professional, regulatory and/or accrediting bodies on academic programme validation issues and fostering good relationships with those bodies. • Liaison with placement partners and co-ordination of placement tutors. • Acting as the main point of contact for the Professional Doctorate in Educational Psychology programme. Answering queries and ensuring timely follow-up. • Budget planning, financial record keeping and preparation of financial reports • Analysis and interpretation of information, and contribution to the production of reports to facilitate strategic development and meet reporting requirements. • Overseeing the organisation of visitors, seminars, meetings, and conferences, supporting budgeting, logistics, reimbursement, etc. • Managing the promotion and marketing activities for the programme. • Managing the smooth operation of the programme on a day‐ to‐day basis. • Co-ordinating arrangements for the conduct of viva voce examinations. The ideal candidate will have: Essential requirements: • A relevant primary degree and/or relevant experience working in third level institution(s). • Extensive knowledge of the higher education/academic landscape – courses, assessments, rules, processes, and practices. • Demonstrated capacity to build good working and collegial relations with a diverse group of academic, professional and administrative staff, as well as external stake holders. • Relevant leadership experience managing, developing and implementing administrative policy, processes/procedures, and systems. • Excellent time management skills with experience of working to deadlines. In addition, other desirable qualities include: • Relevant postgraduate qualification and/or evidence of relevant continuing professional development. • Excellent IT skills and experience with IT systems that can inform the development of administrative planning and implementation. • Excellent financial administration and budget management skills that can inform financial management and reporting. • Excellent organisational skills to identify critical tasks and prioritise and organise resources to support achievable operational objectives with the ability to manage a large portfolio of work that balances development with effective operations. Faculty and Research Institutes The Faculty of Science & Engineering comprises the Departments of Biology, Chemistry, Computer Science, Electronic Engineering, Experimental Physics, Theoretical Physics, Mathematics and Statistics, Psychology, Sport Science and Nutrition and the School of Nursing. The role of the Faculty is to co-ordinate the academic activities of individual departments, to oversee the strategic development of departments, and to support interdepartmental activities and programmes. The University has also developed a number of interdisciplinary Institutes to support excellent research and to build research capacity across disciplines, including the Assisting Living and Learning (ALL) Institute. Including the Department of Education, the Faculty of Social Sciences comprises the Departments of Adult and Community Education; Anthropology; Applied Social Studies; Design Innovation; Economics, Finance & Accounting; Geography; Sociology; the Froebel Department of Primary and Early Childhood Education; and the School of Business and School of Law and Criminology. The role of the Faculty is to co-ordinate the academic activities of individual departments/Schools, to oversee the strategic development of departments/Schools, and to support interdepartmental programmes. The University has also developed a number of interdisciplinary institutes to support excellent research and to build research capacity across disciplines, including the Maynooth University Social Sciences Institute (MUSSI). Departments The Department of Psychology provides a number of routes to study psychology including our Psychological Society of Ireland (PSI) accredited, denominated BA/BA (International) and BSc Psychology programmes; offering Psychological Studies as a subject in the joint honours BA degree; a PSI accredited MSc conversion programme, and an MSc in Environmental Psychology. The Department of Psychology has a strong tradition of postgraduate research through structured PhD and MSc research degrees. The Department is a unique and dynamic environment for research; and we are leading globally in several key areas. Our research partners with, and impacts on, individuals and communities, service users and providers, industry, governments, civil society and United Nations agencies. We are committed to advancing Equality, Diversity and Inclusion (EDI) in the Department; in 2021, we were successful in securing an Athena SWAN Bronze Award in recognition of our commitment to gender equality. The Department of Education is a dynamic and growing department committed to developing innovative educational ideas, school-university partnerships and close links with the community. It has 22 full-time academic members of staff and it offers undergraduate and postgraduate degrees including Initial Teacher Education for post-primary teachers through Professional Master of Education and Bachelor of Science with Education. The Department’s postgraduate offerings focus on professional programmes in Educational Leadership and Education Guidance Counselling and it offers two doctoral programmes: PhD and EdD. The University Maynooth University is a very distinctive university, a collegial institution focused on science and engineering, humanities, and social sciences, and equally committed to research, teaching and community engagement. Located in Ireland’s only university town, its distinctive features and character owe much to its unique history and heritage. It provides a high-quality educational experience to over 15,000 students on a campus with 18th century roots and 21st century dynamism. The strategic trajectory and accomplishments of Maynooth University, in the 25 years since its establishment as an autonomous public university, are exceptional, and a source of great pride to the university community, staff, students and alumni. Maynooth University in 2024 ranked in the top 90 global Times Higher Education (THE) Young University rankings, placing 86th in the world. Maynooth University’s growing global reputation is based on the originality, quality, importance and impact of its research and scholarship, commitment to teaching and learning, the quality of academic programmes, and its leadership in widening participation in higher education. The sources of success are the dedication of its staff and the energy and engagement of its students. Maynooth University is a place of lively contrasts – a modern institution, dynamic, rapidly-growing, research-led and engaged, yet grounded in historic academic strengths and scholarly traditions. With over 15,000 students Maynooth offers a range of programmes at undergraduate, postgraduate and doctoral level in the humanities, science and engineering and social sciences, including business, law and education. The University also offers a range of international programmes and partnerships. Maynooth’s unique collegial culture fosters an interdisciplinary approach to research, which its worldclass academics bring to bear in tackling some of the most fundamental challenges facing society today. The University’s research institutes and centres consolidate and deliver this impact as vibrant communities of learning, discovery and creation. Research at Maynooth also is very much central to its teaching and the University prides itself on placing equal value on its research and teaching missions. Salary Administrative Officer II : €45,958 – €65,154 p.a. (9 points) Appointments will be made in accordance with public sector pay provisions. Hours of work A 35-hour working week is in operation in respect of full-time positions (prorated for part-time positions). This can be reviewed or adjusted from time to time through national agreements.
Fire Safety Officer
Purpose of the Role: How to Apply and Informal Enquiries: * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CV’s and cover letter is 9th June 2025 at 23.45pm . Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Sean Browne Sean.Browne@childrenshealthireland.ie For other queries relating to this recruitment process, please contact recruitment@childrenshealthireland.ie
Haemovigilance Officer
The Haemovigilance Officer plays a pivotal role in the co-ordination and management of transfusion related resources and practices within various clinical areas. The HVO is involved in education development within the area of haemovigilance throughout the hospital providing and organising training relevant to staff involved in the transfusion process, including but not limited to induction/orientation programmes for nursing staff both undergraduate and post graduate, perfusionists, medical students and the NCHD induction programme. Be involved in continuous evaluation of transfusion related practices using auditing and monitoring systems to ensure quality and excellence whilst working as a member of the multidisciplinary team. Informal enquiries can be made to Sinead Barry Fuglstad, Chief Medical Scientist, 0)1 8545 069 or sineadbarryfuglstad@mater.ie Post can be filled at either Clinical Nurse Manager 2 or Medical Scientist, Senior grade. (Clinical Nurse Manager 2: Grade Code 2119) (Medical Scientist, Senior: Grade Code 3877)
Service Officer
1. THE ROLE This role provides support to the judiciary, staff and members of the public who attend courthouses in Dublin Metropolitan District offices of the Courts Service. 2. Key Responsibilities Duties carried out by Service Officers include, but are not limited to: · Facilitate the smooth running of reception areas - the Service Officer will be required to carry out reception desk duties that involve dealing with queries and deliveries from colleagues and visitors, both in person and by telephone, in a prompt and courteous manner. · Be part of the customer service for the courts service as often you are the first interaction the public will have with the Courts Service. · Collection, sorting and delivery of internal and external mail to include letters, parcels, newspapers, periodicals, etc. · Key-holder duties including opening and locking of office/courtrooms in the morning/evening/throughout the day* · Covering of duties within the Dublin region to include opening and closing of building if requested to do so. · Monitoring repairs and similar issues and liaising with relevant contractors. · Maintain log of attendees/contractors in building. · Assist with maintaining our buildings including the raising of relevant tickets, where appropriate, to ensure issues are identified and resolved. · Be familiar with functions and business of the Courts Service and have active involvement in the Dublin Facilities Support Desk. · Wear a uniform if supplied and to always maintain a clean and tidy appearance. · Perform such other duties as may be directed by the Head Services Officer or Estate Management Unit as appropriate. · Be part of the fire evacuation team, to perform weekly fire alarm testing if required and assist in the event of a fire with the evacuation procedures · Performing Court Assistant duties, including but not limited to: directing court users to their designated seats, ensuring fire exits remain clear and unblocked, · Assisting in security incidents by coordinating with court Gardaí, including contacting them directly if the registrar is unavailable. · Working closely with the Judge and Registrar to identify and support any court users who may be disruptive, ensuring their concerns are addressed appropriately while maintaining a respectful and smooth court environment for all participants Given the nature of the role, the candidate must be capable of physical work (manual handling is a requirement and suitable training will be provided) as movement of office machinery, furniture and equipment is required. * A key-holding allowance may be payable where the full range of key-holding duties are undertaken. Note: The above list is intended to be a guide and is neither definitive nor restrictive. It will be subject to periodic review with the post-holder. 3. Essential Requirements: · Leaving Certificate or equivalent. · Possess a good standard of English, both spoken and written. · Experience of working in a team. · Experience of dealing with the public. · Satisfactory character references. · Adherence to relevant health and safety measures and protocols. · Flexibility is a key element of the role and Services Officers may be assigned to various buildings at any given time to perform general duties, depending on the operational requirements of the Department. Desirable · Computer Skills to ECDL or similar level. · Previous experience as a Service Officer or in a similar role. · Post room experience. · Flexibility regarding overtime would also be an advantage. 4. APPLICATION PROCESS Application should be made by logging into the advertisement link. Please complete a cover letter and upload your CV. The closing date is 12noon on 10 June 2025. Applications received after the closing date and time will not be accepted. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met before attending for interview. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 5. Selection Methods The Selection Process will involve: · Assessment of candidates, on the basis of the information contained in their CV & Cover Letter · a competitive interview Assessment The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called to interview. Skills and competencies Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and competencies of a service officer, namely: Teamwork · Shows respect for and builds good working relationships with colleagues and co-workers. · Plays a full and constructive part in the team. · Is supportive and helpful to colleagues. Initiative and Problem Solving · Comes up with practical solutions to work problems. · Is willing to be flexible within the context of the job profile and finds ways to work around a problem. Customer Service and Communication Skills · Listens to customers and is respectful, courteous and professional. · Tries to calm down difficult situations when dealing with people who are unhappy/angry. · Communicates clearly and fluently. Delivery of Results · Approaches and carries out all work in a thorough and organised manner. · Completes work on time consistently and to a high standard. Drive and Commitment · Takes pride in a job well done, even if work is routine or less pleasant. · Is interested in work and doing the job well. Specialist Knowledge, Expertise and Self Development · Develops and maintains the skills and expertise required to perform in the role effectively. · Understands the importance of Health & Safety in the workplace and follows safety guidelines. Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 6. Interview s Interviews will take place in Dublin city centre. 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 Candidates will be required to detail their experiences under the competencies. The competencies will be thoroughly and systematically assessed at interview to assess suitability for the grade of Service Officer. The board may ask about the experience described on the CV and cover letter or they may ask for other examples. It is anticipated the interview will last 45 minutes. Marks allocated at interview Each of the six competencies carry marks of: Teamwork (60) Initiative and Problem Solving (60) Customer Service and communication Skills (60) Delivery of Results (60) Drive & Commitment (60) Specialist Knowledge, Expertise and Self Development (60) therefore, a total of 360 marks is available for the interview. Candidates are required to achieve 50% or more in each competency to be considered for a place on the panel. Panel Formation Following the interview process a panel will be formed for the purpose of filling Service Officer positions in Dublin. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 31 July 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. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process Or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion . There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Requesting a Review under Section 7 A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by the Courts Service. The Courts Service will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice for Appointments to Positions in the Civil and Public Service published by the CPSA. When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request. The Informal Review will consist of a desk-based examination of any available information in relation to the recruitment process and the decision taken regarding the candidate’s application. The outcome of the Informal Review Process will be communicated to the requester in writing. • A request for Informal Review must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process. • Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below. A request for Formal Review must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Review process. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive. • The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong. • The Formal Review will be conducted by a person who is completely independent of the selection process • The outcome of the Formal Review must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay. Making a Complaint under Section 8 A candidate may believe there was a breach of the Commission’s Code of Practice by the Courts Service that may have compromised the integrity of the decision reached in the appointment process. The complaints process enables candidates to make a complaint under Section 8 to the Courts Service in the first instance, and to the Commission for Public Service Appointments subsequently on appeal if they remain dissatisfied. On foot of a Section 8 Complaint process, either the Courts Service or the CPSA may find that the recruitment and selection process in question has not adhered to the standard set out in the Code of Practice. In such cases, the Courts Service and the CPSA may make recommendations in order to prevent such issues from reoccurring again in the future. The CPSA cannot instruct the Courts Service to reverse a decision taken in the course of an appointment process. Any candidate wishing for an investigation into the decision taken regarding their application as part of a selection process should request a Review under Section 7, as outlined above. The complainant must outline the facts that they believe show that the process followed was wrong. The complainant must also identify the aspect of the Code they believe has been infringed and enclose any relevant documentation that may support the allegation. A complaint may be dismissed if they the complainant cannot support their allegations by setting out how the Public Appointments Service has fallen short of the principles of this Code. The Informal Complaint will consist of a desk-based examination of any available information in relation to the recruitment process. The outcome of the Informal Complaint will be communicated to the requester in writing. • An Informal Complaint must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process. • Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below. A Formal Complaint must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Complaint. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive. • The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong. • The Formal Complaint will be investigated by a person who is completely independent of the selection process. • The outcome of the Formal Complaint must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay. For further information on the above Review and Complaint procedures please see the Code of Practice for Appointments to Positions in the Civil and Public Service which is available on the website of the Commission for Public Service Appointments, www.cpsa.ie Salary The salary scale for the position (rates effective from March 2025) is as follows: Service Officer - Personal Pension Contribution Salary Scale: €559.97, €588.25, €598.97, €621.52, €641.70, €653.78, €667.88, €684.86, €713.91 (MAX), €728.27 (LSI [1] ), €751.11 (LSI [2] New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. ¹ After 3 years satisfactory service at the maximum. ² After 6 years satisfactory service at the maximum.
Administration Officer (Payroll & Pensions)
Purpose of the Post Job Summary The Payroll & Pensions Officer is a senior position within the Finance Department, with responsibility to manage the payroll process for approximately 400 multidisciplinary staff and manage and administer monthly pension payments. The role has responsibility for overseeing a dedicated team of payroll and pension administrators. The candidate will require previous experience of payroll and pensions and extensive knowledge of statutory regulations and HSE terms and conditions. The role will contribute to the implementation of service improvements and change. Integral elements of the role include excellent people management, communication and project management skills. The successful candidate will be highly motivated, organised and possess the ability to work to tight deadlines. Collaboration with various departments including HR and Finance is vital to the success of the position along with the ability to build strong and trusting relationships with stakeholders. A strong customer service ethos is required along with the ability to problem solve. Principle Duties and Responsibilities The role includes managerial and administrative functions. The following are the key duties and responsibilities for this role (indicative not exhaustive): • Management and administration oversight of fortnightly and monthly pay cycles • Management of pension process (VHSS & SPSPS) • Annual benefit statements • The ability to evaluate complex information from a variety of sources and make effective decisions. • Manage the integration of HR time and attendance system with payroll system • Responsible for Implementation and/or review of payroll and pension procedures • Ensure accurate calculation of payroll and all relevant taxes and deductions • Ensuing all deadlines are met • Preparation of monthly reports for finance management team • Responsible for month and year end reporting where relevant and as requested by Finance Management team • Partake in annual external audit and internal audits where relevant as requested by Finance Management team • Ensure optimum and effective use of staff within your department to avoid backlogs. where possible, with adequate planning and monitoring of resources. • Ensure adequate cover is in place during periods of leave/absences for maintaining service provision • Conduct regular training requirement analysis for payroll and pensions team and organise when needed • Organise mandatory training requirements for all staff within the payroll and pensions department in compliance with Hospital policies and provide reports on request. • Management of queries from Payroll & Pensions team, Finance Management, hospital staff and HR department • Collaborate and work closely with HR department to ensure information flow • Attend meetings representing the payroll and pensions department • Review and implement HSE Circulars and other national agreements • Conduct look back exercises as required and in consultation with the department head/ HR department • Key contact with payroll system provider • Reporting Relationships: Communicating when required with external bodies and government agencies • Demonstrate pro-active commitment to all communications with internal and external stakeholders • Prioritising competing workload demands from internal and external stakeholders to meet pre-determined targets and timeframes. • Demonstrate leadership and sound judgment in managing allocated assignments. • Awareness of Data Integrity, Process Standardisation, System of Internal Financial Controls, Financial Regulations and Corporate Governance at local and national level • Promote and participate in the implementation of change • Embrace change and adapt local work practices accordingly by finding practical ways to make policies work. • Participate in project assignments as may arise from time to time. • Utilise technology to enable automation of existing processes to ensure work is completed efficiently and highest standards possible. • Any other appropriate duties as may be determined by the 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. Staff Supervision: • Ensure that optimum and effective use of staff through appropriate allocation is exercised. • Manage the performance of staff, dealing with underperformance in a timely and constructive manner • Conduct regular staff meetings to keep staff informed and to hear staff views. • Pursue and promote continuous professional development in order to develop management expertise and professional knowledge. This extends to completion of Performance Achievement meetings ensure these are done in a timely manner for all staff under the remit of Payroll & Pensions Officer. • Promote and maintain a safe working environment for all staff and ensure that all Risk Management & Health & Safety strategies, policies and procedures are implemented. • Adhere to and implement Human Resources policies and procedures & Occupational Health Policies & procedures. • Promote an attendance culture and actively engage in measures to improve attendance. • Foster a good working relationship with Hospital Staff and outside agencies. Training and Development: • Conduct regular training needs analysis for payroll and pensions staff. Ensure the provision of comprehensive training to payroll and pensions staff. Ensure effective induction processes are in place for new staff. • Organise mandatory training requirements for all staff within the department in compliance with Hospital policies. • Attend appropriate in-service training and education programmes and facilitate staff to attend same. • Conduct regular training sessions in line with HSE Circulars, Memos, and employment legislation changes. Confidentiality. In the course of your employment you may have access to, or hear information concerning, the medical or personal affairs of patients and/or staff, or other health service business. Such records and information are strictly confidential and, unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty. In addition, records must never be left in such a manner that unauthorised persons can obtain access to them and must be left in safe custody when no longer required. You are required to comply with the legislation in respect of the General Data Protection Regulation (GDPR). 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. Flexibility must be exercised in dealing with new situations and emergencies. It would be expected in the normal course of events at Hospital level that the role will evolve as professional and service demands change. Management structures, budgetary processes and training/education initiatives are the subject of on-going development to facilitate the exercise of the devolved functions set out above. This job description indicates the main responsibilities and duties of the post and is subject to review and amendment to reflect the changing needs of the hospital service. The extent and speed of change in the delivery of health care is such that adaptability is essential. The incumbent will be required to establish, maintain, enhance and develop their professional knowledge, skills and aptitudes in order to respond to a developing service situation. Eligibility Criteria Qualifications and/or experience 1. Education, Experience Requirements etc: a. Each candidate must, at the latest date for receipt of completed applications for the post possess: (i) Have satisfactory experience as a Clerical Officer in the HSE, TUSLA, other statutory health agencies, or a body which provides services on behalf of the HSE under Section 38 of the Health Act 2004. Or (ii) Have obtained a pass (Grade D) in at least five subjects from the approved list of subjects in the Department of Education Leaving Certificate Examination, including Mathematics and English or Irish (1). Candidates should have obtained at least Grade C on higher level papers in three subjects in that examination. Or (iii) Have completed a relevant examination at a comparable standard in any equivalent examination in another jurisdiction Or (iv) Hold a comparable and relevant third level qualification of at least level 6 on the National Qualifications Framework maintained by Qualifications and Quality Ireland, (QQI). And b. Candidates must possess the requisite knowledge and ability, including a high standard of suitability, for the proper discharge of the office. And c. Candidates must possess a background in the areas of Payroll and Pensions Management in an organisation of similar size minimum of 3/5 years’ experience. And d. Candidates must possess the IPASS qualification Desirable: • Knowledge & Experience of HR/Payroll system functionality • In depth experience of Megapay Payroll system/SAP Payroll system • Manager or Certified Payroll Professional with payroll experience, in a health service preferred. • Qualification in Pensions Management. • Membership of or working towards certified payroll body • Proficient in Microsoft Office packages, with particular emphasis on Excel. • Experience in people management Note (1) Candidates must achieve a pass in Ordinary or Higher-level papers. A pass in a foundation level paper is not acceptable. Candidates must have achieved these grades on the Leaving Certificate Established programme or the Leaving Certificate Vocational programme. 2. Age The Public Service Superannuation (Age of Retirement) Act, 2018 set 70 years as the compulsory retirement age for public servants. 3. Garda Vetting Applicants who do not comply with the Hospitals requirements in this regard will be excluded from the competition. 4. Health Candidates 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. 5. Character Candidates for and any person holding the office must be of good character. • Experienced and proficient in the use of Microsoft Office suite of applications including advanced competency in Excel Post Specific Requirements • Have a strong working knowledge of the Payroll Systems • Have a proven track record in delivering to strict deadline • Demonstrate experience of working collaboratively and in a professional manner with multiple internal and external stakeholders • Demonstrate experience of managing and delivering multiple concurrent pieces of work • Demonstrate a proven ability to prioritise tasks and meet deadlines Essential Skills, competencies and/or knowledge Candidates will demonstrate through their application form and at the interview that they have: Professional Knowledge & Experience • Proven track record in the compilation of reports • Highly proficient in the Microsoft Office suite, including MS Word and Excel • Experience of working with payroll systems • Demonstrate the ability to work in line with relevant policies and procedures • Demonstrate commitment to developing own professional knowledge and expertise • Experience in managing a payroll function and knowledge of HSE terms and conditions • Experience in preparation of retiring staff members files and calculation of pension entitlements for submission to the National Pensions Management Team for review (VHSS) • Experience in management of SPSPS pension process Managing and Delivering Results • Demonstrate excellent attention to detail • Strong results focus and the ability to achieve objectives through collaborative working • Demonstrate excellent organisational and time management skills to meet objectives within agreed timeframes and achieve quality results • Demonstrate the ability to improve efficiency within the working environment ability and the ability to evolve and adapt to a rapid changing environment. • Demonstrate the ability to work to tight deadlines and operate effectively with multiple competing priorities • The ability to take responsibility and be accountable for the delivery of agreed objectives • A logical and pragmatic approach to workload, delivering the best possible results with the resources available • Ability to effectively delegate tasks to the team to ensure projects are completed • Self-motivation and an innovative approach Evaluating Information, Problem Solving & Decision Making • Display excellent analytical skills to enable analysis and interpretation of data • The ability to gather and analyse information from relevant sources, weighing up a range of critical factors to develop solutions and make decisions as appropriate • Demonstrate the ability to grasp and understand complex issues and the impact on service delivery • Capacity to anticipate issues and implement solutions • Recognises when it is appropriate to refer decisions to a higher level of management • Demonstrate initiative in the resolution of complex issues / problem solving and proactively develop new proposals and recommend solutions • Ability to make sound decisions with a well-reasoned rationale and to stand by these as appropriate Communication & Interpersonal Skills • Demonstrate the ability to work on own initiative as well as part of a team, promoting a positive team spirit. • Demonstrate the ability to interact in a professional manner with other finance staff, HR department and other key stakeholders from clinical and non-clinical backgrounds • Work as part of the team to establish a shared sense of purpose and unity • Demonstrate flexibility and adaptability • Demonstrate commitment to regular two-way communication across functions and levels, ensuring that messages are clearly understood • Demonstrate strong written, oral and presentation skills Building & Maintaining Relationships (including Team Skills and Leadership) • Demonstrate the ability to work on own initiative as well as part of a team, promoting a positive team spirit. • Demonstrate leadership potential, the ability to manage the performance of others and support staff development. • Works as part of the team to establish a shared sense of purpose and unity Commitment to Quality Service • Practices and promotes a strong focus on delivering high quality customer service for internal and external customers and an awareness and appreciation of the service user • Proactively identifies areas for improvement and develops practical solutions for their implementation • Embraces and promotes the change agenda, supporting others through change and effectively seeing it through • Demonstrate flexibility and initiative during challenging times and an ability to persevere despite setbacks. The successful applicant will be required to work flexibly in response to changing local/organisational/network requirements. Tenure The appointment is permanent whole-time and pensionable A panel may be created from which permanent full-time duration may be filled. Appointment as an employee of the Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004. Remuneration The salary scale for this post is in accordance with Department of Health approved salary scales 01/03/2025 grade code 0574: €56,757; €58,110; €59,761; €62,862; €64,716; €67,025- LSI1; €69,341; LSI2 Working Week The standard working week applying to the post is: 35 hours delivered on a Monday to Friday basis. Flexibility in consideration of service needs is required. HSE Circular 003-2009 “Matching Working Patterns to Service Needs (Extended Working Day / Week Arrangements); Framework for Implementation of Clause 30.4 of Towards 2016” applies. Under the terms of this circular, all new entrants and staff appointed to promotional posts from Dec 16th 2008 will be required to work agreed roster / on call arrangements as advised by their line manager. Contracted hours of work are liable to change between the hours of 8am-9pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement (Implementation of Clause 30.4 of Towards 2016). Annual Leave 30 working days per annum. Public Holidays are granted in accordance with the provisions of the Organisation of Working Time Act, 1997. Pro-rata annual leave entitlement applies to part-time posts. Superannuation All pensionable staff become members of the pension scheme. Probation Employment will be probationary for the first six months, during which time the Department Head will carry out periodic probation assessment reviews. The appointee will cease to hold office at the end of or during the probationary period unless during such period the Hospital has certified that their service is satisfactory Termination of Employment Two months’ notice in writing, on either side, except in circumstances where the Hospital authority is of the opinion that the holder of the office has failed to perform satisfactorily the duties of his/her office or has misconducted himself/herself in relation to such office or is otherwise unfit to hold office. The mandatory retirement age for new entrant staff in employment in the public service after 1st January 2013 is 70 years. All other appointees in accordance with HR Circular 029/2018 who have not already reached their retirement age before 26th December 2018 will have the choice to work beyond the age of 65 to age 70 if they so choose.
