11 - 20 of 22 Jobs 

Cleaner

KFCCharlestown, Mayo

We are looking for a Cleaner available for flexible work in our KFC Charlestown store! The suitable candidate will be required to keep the store in a clean and orderly condition. Main responsibilities: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.

13 days agoPart-timeFull-time

CHW Physiotherapist, Clinical Specialist

Community Healthcare WestMayo

Physiotherapist, Clinical Specialist (Children’s Disability Network Team) Job Specification & Terms and Conditions Job Title, Grade Code Physiotherapist, Clinical Specialist (Grade Code: 3707) Remuneration The salary scale for the post as at 01/10/2023: €65,793, €67,062, €68,367, €69,666, €70,961, €72,326, €73,763, €75,197, €76,348 Campaign Reference CHW019-PCSDIS-2024 Closing Date Wednesday 10th April 2024 at 12 noon Proposed Interview Date (s) As soon as possible Taking up Appointment A start date will be indicated at job offer stage. Location of Post There is currently a vacancy within CHW Disability Services for a Clinical Specialist Physiotherapist covering CDNT’s in Mayo and Roscommon -CDNT’s 1, 2, 3 and 9. The successful candidate will be based at a CDNT network which will be agreed with the candidate at offer stage. A panel may be formed as a result of this campaign for from which current and future, permanent and specified purpose Clinical Specialist Physiotherapy vacancies within CHW of full or part-time duration may be filled. Informal Enquiries Jeannie Gannon , Children’s Disability Network Manager Contact No : 087 1797223 Email : jeannie.gannon@hse.ie Patty Mulders , Clinical Specialist Physiotherapist , Galway /South Roscommon Contact No: 085-8620942 Email : pmulders@enableireland.ie Details of Service This is a Physiotherapist, Clinical Specialist post within CHO2 Paediatric Disability services. “ Progressing Disability Services (PDS) is a national programme to reorganise children’s disability services. The vison of the ‘Progressing Disability Services for Children and Young People’ Programme is that each child or young person with a disability is supported to achieve their full potential. In line with the National Policy on Access to Services for Children and Young People with Complex Needs: · Children with non-complex needs will receive their services at Primary Care services level. · Children with complex needs will receive their services at Children’s Disability Network Team level Specialist supports will be developed in each CHO area to provide · Training and consultation for Primary Care services and Children’s Disability Network Teams and/or · Direct intervention for children where and when necessary to respond to the exceptional complexity or specialist nature of their needs. The Children's Disability Network Team or Primary Care services will remain the service provider for these children with a disability and their families. Disability Network teams can and should as specialist services provide for children with complex needs. These teams will be appropriately resourced in numbers and competencies over time. It is recognised that specialist support will be needed at times for a small number of children whose specific needs require a level of expertise which may not solely be met by these teams “. (PDS Guidance on Specialists Supports 2017 ) The Clinical Specialist Physiotherapist will take a lead in designing and delivering both specialists services and specialist supports through an integrated care pathway for children and young people aged 0-18 with Physical Disability needs living within CHO2. The post holder will work collaboratively with a Clinical Specialist Occupational therapist, a Clinical Specialist Speech and Language therapist, a Clinical Specialist Dietician, the Assistive Technology Specialist team and other subsequent team members. It is envisaged that further specialists post will be recruited in time to support this post and the development of highly skilled integrated teams across CHO2. Reporting Relationship The Physiotherapist, Clinical Specialist will report to the Children's Disability Network Manager, who will work collaboratively with the relevant Therapy manager to ensure clinical governance and assurance. Clinical Governance and Assurance will be overseen by the CHO2 Disability Governance Group, the Children’s Disability Clinical Advisory group and the CDNT Training & Supervision working group. Purpose of the Post The Physiotherapist, Clinical Specialist will:- · Play a lead role in the promotion and development of an integrated care pathway for children with physical disability across CHO 2 in conjunction with the Clinical Specialist Occupational Therapist and subsequent team members. · Develop standards of physiotherapy practice across the region for children with complex physical disability requiring postural management, complex seating and motor and tone management. · Promote family centred practise, interdisciplinary working and evidence based best practice in service provision for children with physical disability. · Resource up-to-date information and research on evidence based best practice for service provision for children with physical disability. · Act as an advanced clinical resource to physiotherapists and other members of both CDNT’s and PCCC teams involved in the integrated care pathway for children with physical disability. · Liaise with other clinical specialists and services providers to ensure the best possible care for children with physical disability. · Undertake clinical education and mentoring of senior therapists and contribute to the education of staff grade therapists within CHO2 specific to the area of clinical specialism. · Participate in research projects as appropriate. Principal Duties and Responsibilities Professional And Clinical · Identify and prioritise the requirements of the service within a constantly changing environment. · Provide a clinical lead in the development and implementation of integrated care pathways for children and young people with physical disability in CH02 in accordance with the HSE Change Management framework “ People’s Needs defining Change “. · Ensure family centred practice (FCP), interdisciplinary team working and evidence based best practice are embedded in all aspects of integrated care pathways. · Demonstrate advanced proficiency in the ability to assess and prioritise appropriate care pathways for children and young people with a physical disability, integrating family priorities (IFSP) and clinical need appropriately using clinical reasoning skills. · Be responsible for a clinical caseload. · Ensure a high standard of physiotherapy assessment, intervention and management is provided for children and young people under his/her care. · Operate within the scope of Physiotherapy practice as per CORU requirements and in accordance with local guidelines. · Ensure the privacy and dignity of the child, young person and family is respected at all times. · Act as an advanced clinical advisor to physiotherapists and other members of both CDNT’s and PCCC Paediatric teams, supporting upskilling through coaching and mentoring. · Promote changes in work practices, procedures, techniques or technology having regard to the development of best practice and advanced practice in Physiotherapy, Interdisciplinary working and Family centred practice. · Network with other clinical specialists locally, nationally and internationally to further develop clinical excellence and research. · Develop clinical support structures for Network therapists when working with children with complex physical disabilities. · Maintain accurate records in line with best clinical governance, organisational requirements and the Freedom of Information Act, GDPR, and render reports and other information / statistics as required. · Serve on and advise such committees that may be set up relevant to the area of clinical speciality. · Participate in relevant service and professional meetings. · Collaborate and effectively communicate with all the relevant stakeholders in the development and provision of services i.e. Families, Therapy managers across service areas, CDNT, Acute care and community services. · Contribute to the clinical governance structure in relation to the area of clinical specialism. · Oversee, monitor and uphold the standards of professional practice through clinical audit, supervision and training. Education and Training · Participate in mandatory training programmes. · Maintain standards of practice and levels of professional knowledge at advanced level by participating in continuous professional development initiatives and attendance at courses as appropriate. Continue to progress own professional development in the area of clinical specialism, in particular the areas of gait analysis, postural management, and motor and tone management. · Engage in peer support with CDNT and PCCC team colleagues. · Engage in professional clinical Physiotherapy supervision. · Design and deliver Training & Development for clinicians involved in the provision of integrated care for children and young people with a physical disability across CHO2. · Keep abreast of research and practice developments in relevant clinical areas and in line with the National PDS programme. Undertake, promote and develop relevant research opportunities across Children’s Disability services. · Develop educational networks through fostering links with Third level Educational Institutes and teaching hospitals. · Participate in practice education of student therapists through provision of placements and collaborating with Educational Facilities in terms of course module content relevant to the clinical area. Quality, Health and Safety and Risk · Promote a safe working environment in accordance with Health and Safety legislation. · Develop and monitor implementation of agreed policies, procedures and safe professional practice by adhering to relevant legislation, regulations and standards. · Actively participate in risk management issues, identify risks and take responsibility for appropriate action. · Document appropriately and report any adverse incidents, near misses, hazards and accidents in accordance with organisational guidelines. · Develop and promote quality standards of work and co-operate with quality assurance programmes. · 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. · Be knowledgeable of Medical Device regulations and the role of the Health Products Regulatory Authority (HPRA). · Support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Management · Be responsible for the co-ordination and delivery of service in designated area(s). · Review and allocate resources within the designated area, in collaboration with relevant others. · Support the effective management of specialist equipment budgets and specialist equipment resources · Develop and implement strategic service and business plans, quality initiatives, audits etc. based on up to date evidence-based practice and report on outcomes. · Foster and lead a culture and practice of; evaluating service outcomes; data collection; implementing quality improvement initiatives as appropriate. · Oversee the upkeep of accurate records in line with best clinical governance, organisational requirements and relevant legislation e.g. FOI, GDPR · Record, collate and submit statistics, including key performance indicators, within agreed timeframes. · Promote good team working, and a culture that values diversity. · Work within interdisciplinary teams and liaise with staff to ensure effective communication. · Liaise with the CDNM and Physiotherapy Manager/s regarding the needs, interests and views of Physiotherapy staff. · Represent children’s services at meetings and conferences as appropriate. · Engage in IT developments as they apply to the service and service provision. · Keep up to date with developments within the 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 Statutory Registration, Professional Qualifications, Experience, etc (a) Candidates must have at the latest date of application: (i) Be registered, or be eligible for registration, on the Physiotherapists Register maintained by the Physiotherapists Registration Board at CORU. AND (ii) Have five years full time (or equivalent) years post qualification clinical experience of which four years full time (or equivalent) must be consecutive in the required area of specialism. AND (iii) Demonstrate a proven record of clinical excellence in the specialism. AND (iv) Professional Development and Practice Candidates must demonstrate evidence of continuing professional development relevant to the required area of specialism, in the form of post-graduate qualifications or relevant courses. AND Candidates must demonstrate achievement in the areas of clinical audit, quality improvement initiatives, practice development, teaching and research. AND (v) Have the requisite knowledge and ability (including a high standard of suitability, management, leadership and professional ability) for the proper discharge of the duties of the office. AND (vi) Provide proof of Statutory Registration on the Physiotherapists Register maintained by the Physiotherapists Registration Board at CORU before a contract of employment can be issued 2. Annual registration (i) On appointment practitioners must maintain annual registration on the Physiotherapists Register maintained by the Physiotherapists Registration Board at CORU AND (ii) Practitioners must confirm annual registration with CORU to the HSE by way of the annual Patient Safety Assurance Certificate (PSAC). 3. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 4. Character Each candidates for and any person holding the office must be of good character. Post Specific Requirements Demonstrate depth and breadth of experience working with children and young people with Complex Physical Disability. Demonstrate depth and breadth of experience in Coaching and Mentoring. Other requirements specific to the post Access to appropriate transport Skills, competencies and/or knowledge Professional Knowledge and Experience · Demonstrates an advanced level of clinical knowledge, clinical reasoning skills and evidence based practice appropriate to carrying out the duties and responsibilities of the role in line with relevant legislation and standards · Demonstrates an ability to apply specialist knowledge to best practice · Demonstrates evidence of having applied / used appropriate assessment tools and treatments and a knowledge of the implications of outcomes to service users, particularly those with complex needs in the specialist area · Demonstrate a willingness to engage and develop IT skills relevant to the role Planning and Managing Resources · Balances clinical work with other research and educational responsibilities · Demonstrates effective time management · Provides flexible interventions to meet the varied needs of individual service users · Optimises the use of available resources to achieve effective outcomes · Demonstrates the ability to plan and manage the delivery of an optimum service in an effective and resourceful manner, within a model of person-centred care · Demonstrates a high level of initiative, flexibility and adaptability in response to workforce demands · Promotes the delivery of a holistic, user-focused approach, which encompasses a multi-professional and inter-professional perspective Managing and Developing (Self and Others) · Demonstrates advanced leadership and team skills including the ability to lead by example · Demonstrates a commitment to manage and develop self and others in a busy working environment · Deals positively and constructively with obstacles and conflict within teams · Demonstrates commitment to continuing professional development (CPD) and facilitates staff development by providing support such as; supervising, mentoring, coaching and formal development planning. Develops and/or implements systems to support a CPD culture within the service Commitment to providing a Quality Service · Demonstrates a commitment to and the ability to lead on the delivery, design and implementation of a high quality, person centred service · Designs and develops new, innovative and non-traditional service delivery models which aim to promote a comprehensive and integrated quality service within evolving healthcare structures, overcoming any resource limitations · Demonstrates and promotes collaborate working relationships as well as having the ability to work independently and exercise a high degree of professional autonomy · Displays awareness and appreciation of children, young people and families using the service and the ability to empathise with and treat others with dignity and respect Evaluating Information and Judging Situations · Exercises a high degree of professional autonomy in the analysis of highly complex facts or situations that contribute to the implementation of an intervention or management strategy for the service user · Demonstrates the ability to effectively analyse and critically evaluate complex information and make appropriate decisions. · Explains the rationale behind decisions confidently when faced with opposing or competing demands. Is objective but also aware of sensitivities in their approach. · Regularly quantifies and evaluates activities against service plans and takes timely action to correct potential difficulties and/or to respond to changing needs. Recognises how service constraints impact on service delivery. · Demonstrate evidence based practice through the process of clinical reasoning and decision making, allowing knowledge to be applied to complex/different situations. Communications and Interpersonal Skills · Displays effective communication skills (written and verbal) e.g. presents written information in a clear, concise and well-structured manner / communicates complex information by tailoring the communication method and the message to match the needs of the audience. · Demonstrates sound interpersonal skills including the ability to collaborate effectively with a wide range of people, colleagues, families, carers etc. · Demonstrates sensitivity, diplomacy and tact when dealing with others and is patient and tolerant when dealing with conflict or negative attitudes from others. · Demonstrates strong negotiation skills, remains firm but flexible when putting forward a point of view 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 being called forward to the next stage of the selection process. Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation. Diversity, Equality and Inclusion The HSE is an equal opportunities employer. Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately this will result in improved service user and employee experience. The HSE is committed to creating a positive working environment whereby all employees inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation are respected, valued and can reach their full potential. The HSE aims to achieve this through development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long term health condition. For further information on the HSE commitment to Diversity, Equality and Inclusion, please visit the Diversity, Equality and Inclusion web page at https://www.hse.ie/eng/staff/resources/diversity/ Code of Practice The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The code of practice This campaign will be run in compliance with the Code of Practice prepared by the Commission for Public Service Appointments CPSA. The code of Practise sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Additional information on the HSE's review process is available in the document posted with each vacancy entitled "Code of Practice, Information for Candidates" Codes of practice are published by the CPSA and are available on https://www.hse.ie/enq/staff/iobs in the document posted with each vacancy entitled "Code of Practice, Information for Candidates" or on https://www.cpsa.ie/. The reform programme outlined for the Health Services may impact on this role and as structures change the Job Specification may be reviewed. This Job Specification is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned. Physiotherapist, Clinical Specialist Terms and Conditions of Employment 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. Remuneration The Salary scale for the post as at 01/10/2023: €65,793, €67,062, €68,367, €69,666, €70,961, €72,326, €73,763, €75,197, €76,348 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. Working Week The standard working week applying to the post is to be confirmed at Job Offer stage. 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-8pm 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 The annual leave associated with the post will be confirmed at Contracting stage. Superannuation This is a pensionable position with the HSE. The successful candidate will upon appointment become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Members of pre-existing pension schemes who transferred to the HSE on the 01st January 2005 pursuant to Section 60 of the Health Act 2004 are entitled to superannuation benefit terms under the HSE Scheme which are no less favourable to those which they were entitled to at 31st December 2004 Age The Public Service Superannuation (Age of Retirement) Act, 2018* set 70 years as the compulsory retirement age for public servants. * Public Servants not affected by this legislation: Public servants joining the public service or re-joining the public service with a 26 week break in service, between 1 April 2004 and 31 December 2012 (new entrants) have no compulsory retirement age. Public servants, joining the public service or re-joining the public service after a 26 week break, after 1 January 2013 are members of the Single Pension Scheme and have a compulsory retirement age of 70. Probation Every appointment of a person who is not already a permanent officer of the Health Service Executive or of a Local Authority shall be subject to a probationary period of 12 months as stipulated in the Department of Health Circular No.10/71. Protection of Children Guidance and Legislation The welfare and protection of children is the responsibility of all HSE staff. You must be aware of and understand your specific responsibilities under the Children First Act 2015, the Protections for Persons Reporting Child Abuse Act 1998 in accordance with Section 2, Children First National Guidance and other relevant child safeguarding legislation and policies. Some staff have additional responsibilities such as Line Managers, Designated Officers and Mandated Persons. You should check if you are a Designated Officer and / or a Mandated Person and be familiar with the related roles and legal responsibilities. For further information, guidance and resources please visit: HSE Children First webpage . Infection Control Have a working knowledge of 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. Health & Safety It is the responsibility of line managers to ensure that the management of safety, health and welfare is successfully integrated into all activities undertaken within their area of responsibility, so far as is reasonably practicable. Line managers are named and roles and responsibilities detailed in the relevant Site Specific Safety Statement (SSSS). Key responsibilities include: • Developing a SSSS for the department/service[1], as applicable, based on the identification of hazards and the assessment of risks, and reviewing/updating same on a regular basis (at least annually) and in the event of any significant change in the work activity or place of work. • Ensuring that Occupational Safety and Health (OSH) is integrated into day-to-day business, providing Systems Of Work (SOW) that are planned, organised, performed, maintained, and revised as appropriate, and ensuring that all safety related records are maintained and available for inspection. • Consulting and communicating with staff and safety representatives on OSH matters. • Ensuring a training needs assessment (TNA) is undertaken for employees, facilitating their attendance at statutory OSH training, and ensuring records are maintained for each employee. • Ensuring that all incidents occurring within the relevant department/service are appropriately managed and investigated in accordance with HSE procedures[2]. • Seeking advice from health and safety professionals through the National Health and Safety Function Helpdesk as appropriate. • Reviewing the health and safety performance of the ward/department/service and staff through, respectively, local audit and performance achievement meetings for example. Note : Detailed roles and responsibilities of Line Managers are outlined in local SSSS. [1]A template SSSS and guidelines are available on the National Health and Safety Function, here: https://www.hse.ie/eng/staff/safetywellbeing/about%20us/ 2 See link on health and safety web-pages to latest Incident Management Policy

13 days agoFull-timePart-time

General Practice Solicitor

Patrick J. Durcan & Co.Castlebar, Mayo

Patrick J. Durcan and Company, Solicitors are currently looking to recruit a full time General Practice Solicitor to its busy legal practice based in Castlebar, County Mayo. The role will have a particular focus on conveyancing and probate. Experience, skills and requirements include: Salary commensurate with experience.  If you wish to apply for this role please email a CV and cover letter to: admin@patrickjdurcan.ie

14 days agoFull-time

Service Technician

Connolly Motor GroupBallina, County Mayo

Main Purpose of Job: We are currently recruiting for a Service Technician to join the Connolly Motor Group, within the Service team at Volkswagen Ballina. The role: The successful candidate will be required to repair and service Vehicles within the Service department. You will be required to deliver a high standard within the workshop in line with specifications set out by manufacturer and processes set out by Connolly Motor Group. Role Responsibilities: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.

14 days agoFull-timePermanent

Sales Executive

Connolly Motor GroupBallina, County Mayo

Main Purpose of Job: We are currently recruiting for a Sales Executive to join Connolly Motor Group team, within the Sales team in The Car Centre, Ballina. The role: The successful candidate will be required to work as part of the sales team, to continuously deliver the highest level of satisfaction to internal and external customers. This will require you to continually strive to meet sales and profit opportunities via the sales of vehicles, finance and insurance products. Profit margins achieved on the sale of all products are in line with manufacturer standards. This results in the selling of an agreed volume of new and used vehicles. Role  Responsibilities: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.

14 days agoFull-timePermanent

Team Leader

Costa CoffeeBallina, Mayo

Costa Coffee requires a Team Leader for our store in Ballina. At Costa Coffee we are as passionate about our people as we are our great coffee! Being a part of our team gives you the chance to learn new skills in coffee excellence whilst letting your personality shine through. As a Costa Barista you receive full training in delivering every customer with an unbeatable coffee experience, through great customer service and great coffee. Are you: -

15 days agoFull-timePermanent

Sports Development Officer

Mayo County CouncilMayo€32,301 - €51,100 per year

1.               CHARACTER: Candidates shall be of good character. 2.               HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3.               EDUCATION, TRAINING, EXPERIENCE, ETC: Each Candidate must, on the latest date for receipt of completed application forms: a)      A relevant third level qualification to degree level or equivalent in sports and recreation, health promotion or other relevant disciplines. b)     A Level 8 qualification in a Sports / Health related third level course. c)      Relevant experience in health/physical activity/recreational/sports development. d)     Experience in the areas of education, social or club development work or of working in the community sector in a developmental and supportive capacity either in paid or voluntary role. e)     An understanding of the community and voluntary sector and the sports and recreation environment and of motivating those sectors with lower participation characteristics to become involved. Requirement Candidates must hold a current Class B Driving Licence (free from endorsement). The use of personal transport for work is required. The successful applicant must be willing, and be in a position, to travel. Desirables a)      Ability to consult, communicate and network appropriately and effectively with all sectors of the community. b)     Ability to monitor and evaluate work and write reports. c)      Excellent administrative and organisational skills. d)     Ability to produce and access information efficiently and accurately. e)     Excellent communication, presentation, and facilitation skills. f)       Ability to advise, inform, motivate, and support individuals, clubs, and organisations. g)      Ability to prepare, monitor and manage budgets and to prepare funding applications. h)     Excellent I.T. skills. i)       A constructive, positive, and progressive attitude to working as part of the Sports Partnership’s team. j)       An ability to develop partnerships with the wider community. k)      A self-motivated approach to work. l)       An awareness of the role and importance of the coordinated inter-agency approach to the strategic development of sport. 1. POSITION: A panel will be formed from qualified candidates from which permanent and temporary appointments may be made. 2. SALARY: The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under any enactment to perform. SALARY SCALE: €32,301, €34,386, €37,345, €39,289, €40,989, €42,633, €44,853, €46,459, €48,089, €49,589 €51,100 LSI I (after 3 years satisfactory service at maximum) €51,100 LSI II (after 6 years satisfactory service at maximum). The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 3. DUTIES:  The duties of the employment are to give to: Mayo County Council under the control of the Chief Executive or his nominee and to any other local authority or body with which an agreement has been made by the local authority, under the general direction and control of the  Chief Executive or of such other employee as the Chief Executive may from time to time determine, such appropriate  services of an administrative, technical, supervisory or management nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties, and to exercise such powers, functions and duties as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body.  The holder of the employment will, if required, act for an employee of a higher level, if qualified to do so. Sports Development Officer duties include but are not limited to the following: Planning and Programme Management a)      Contribute to and assist with the implementation of Mayo Sports Partnerships Strategy. b)     Support and contribute to the preparation of annual operational plans for the delivery of the Sports Partnership’s strategy. c)      Partake in reviews of the operational plan reporting on its effectiveness and impact. d)     Support the roll out of all Mayo Sports Partnership activities that target club development, ethnic diversity & outdoor sport including Sport Ireland programmes. e)     Contribute to ensuring that all Sports Partnership programmes and courses are operated on a user-friendly professional basis and delivered to the highest standard. f)       Encourage and foster opportunities for the development of new programmes and initiatives with communities, partner agencies, national governing bodies of sport etc. g)      Facilitate and support the development of locally based initiatives and sports clubs. h)     Initiate, facilitate and maintain close contact with voluntary and community-based sporting organisations. i)       Encourage a lifestyle of regular physical activity as an objective of the Sports Partnership and partner agencies. Financial Management Establish a financial monitoring template for the operational budget. Research / Evaluation a.      Measure and monitor performance indicators on the basis of the impact which the Sports Partnership’s courses/programmes are having at local level. b.      Carry out research and needs analysis as appropriate. Other Be expected to keep abreast of developments in sport promotion and physical activity and advise on best practice. The above 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. 1. COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. Delivering Results ·        Plan and prioritise work and resources effectively. ·        Establish high quality service and customer care standards. ·        Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. ·        Critically evaluates outcomes and processes used to achieve them. Performance Through People ·        Deliver a message in a clear and coherent fashion. ·        Keep calm under pressure. ·        Portray a positive customer service ethos at all times. ·        Establish and maintain productive working relationships with key internal and external stakeholders. ·        Communicate effectively both verbally and in writing at all times. Personal Effectiveness ·        Self-motivate and maintain a positive constructive and enthusiastic attitude to their role. ·        Manage time and workload effectively and operate in an environment with significant complexity and pace. ·        Set challenging standards and achieve high quality outcomes. Candidates will also be assessed at interview on the basis of how they demonstrate their Specialist Knowledge, Expertise and Self Development Specialist Knowledge, Expertise and Self Development ·        Knowledge and understanding of the role of Sports Development Officer ·        Range & depth of experience relevant to post. ·        Specialist Knowledge, expertise in previous & current working environment. ·        Understanding of local government legislation, local government policy. ·        A clear understanding of Health and Safety Policy and Procedures. 5. RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 6. ANNUAL LEAVE: Annual leave entitlement is 30 days per year. 7. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. 8. SHORTLISTING : Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). Other written, oral or practical tests appropriate to the position. Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 9. APPOINTMENT: Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. 10. REFERENCES/DOCUMENTARY EVIDENCE: Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. 11. SUPERANNUATION: As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1)     Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2)     Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3)     Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. 12. RETIREMENT AGE: CLASS A PRSI Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, in line with State Pension age. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ (from 1st April, 2004 and before January 2013) to the Public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The minimum age at which a person may retire is 65. As a ‘New Entrant’ to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a New Entrant to the public service, as defined in the Public Service Superannuation (miscellaneous provisions) Act 2004, who has joined before 1st April 2004, is subject to a compulsory retirement age of 70 as per CLS2/2019 but can retire from 60 years of age. CLASS D PRSI Minimum retirement age will be 60 years with compulsory retirement age of 70 years. 13. BASE: Assignment of base shall be at the absolute discretion of Mayo County Council. 14. REQUIREMENT TO DRIVE Candidates shall be required to possess a full current category B Driving Licence without any endorsements. 15. PROBATION : Where a person who is not already a permanent employee of a Local Authority is employed, the following provisions shall apply: (a)              There shall be a period after such employment takes effect during which such person shall hold such position on probation. (b)             Such period shall be for six months, but the Chief Executive may at his or her discretion extend such period. (c)              Such person will cease to hold such position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such person is satisfactory. (d)             The period at (a) above may be terminated on giving one weeks’ notice as per the Minimum Notice and Terms of Employment Acts. (e)              There may be assessment(s) during the probationary period. 16. MEDICALS: For the purpose, of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up appointment the expense of the medical examination will be refunded to candidates. 17. GARDA VETTING: Offer of employment may be subject to a Garda vetting process. Failure to pass Garda vetting will result in employment being terminated with immediate effect. 18. CANVASSING WILL DISQUALIFY: Any attempt by a candidate (or by any persons acting on their behalf) to canvass or other otherwise influence any officer of the Council (or persons nominated by it to interview or examine applicants) in the candidates’ favour either directly or indirectly, by means of written communication or otherwise, will automatically disqualify the applicant for consideration for the position. 19. GENERAL DATA PROTECTION REGULATION: Mayo County Council is committed to protecting your personal data and we comply with our obligations under the Data Protection Acts, 1988 – 2018, and the General Data Protection Regulation. Basis for Processing your Personal Information The basis for processing your personal data is to process your application for the position you have applied for with Mayo County Council under the Terms of the Employment (Information) Act 1994 and Human Resources Department policies and procedures. When your application form is received, we create a computer record in your name, which contains much of the personal information you have supplied on our application form. This personal record is used solely in processing your candidature. You are entitled to obtain at any time, a copy of information about you, which is kept on record. Sharing of Information Outside of the HR recruitment team, the information provided in your application form will only be shared for progressing the competition for which you have applied for, with a designated shortlisting and/or interview board. If, following the competition, you are deemed a qualified candidate and offered a position, the information provided in your application form will form part of your Personnel File. Furthermore, should you be offered a position and subsequently confirm your interest in the position, the information provided on your application form will be used to request service record and employment references. Storage Period Your application will be retained for two years from the date of the competition. Applications that are not progressed to interview stage will be destroyed. NOTES: Applicants are reminded that any attempt by themselves or by any persons acting on their behalf directly or indirectly by means of written communication or otherwise to canvass or otherwise influence in the applicants favour any employee of the County Council or persons nominated by the Chief Executive to interview or examine applicants, will automatically disqualify the applicant for the position they are seeking.

15 days agoFull-time

Beach Ranger

Mayo County CouncilMayo€620.76 per week

1. Character Each candidate must be of good character. 2. Health Candidates must be in a good state of health and be free from any ailments which would render them unsuitable to hold the position. 3. Age Candidates must be at least 18 years of age on or before 29 April 2024. 4. Education, Tr, Experience, etc. 1.                Candidates shall have a good standard of education to enable them to carry out their duties efficiently. 2.                Candidates should have relevant experience in relation to the post. 3.                Candidates must have strong communication and interpersonal skills. 4.                Candidates must be able to make timely, informed, and effective decisions and show good judgement and balance in making decisions or recommendations. 5.                Good local knowledge of facilities, visitor attractions, tourism offerings and experiences Desirable It is desirable that Candidates hold a Certificate of Competence in First Aid from an approved First Aid Training Provider. BEACH RANGER PARTICULARS OF EMPLOYMENT 1.                POSITION Mayo County Council seeks applications from suitably qualified persons for the position of Beach Ranger during the period May/June – September 2024, as required. 2.               REMUNERATION Rate of wages: The rate of pay for Beach Ranger will be €620.76 per week. (39 hour/6-day week); €15.92 per hour. The remuneration shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to the Local Authority any fees or other monies (other than their inclusive remuneration) payable to or received by them by virtue of their post or in respect of services which they are required by or under any enactment to perform. Beach Rangers are required to work Sunday as part of their employment contract and, in accordance with section 14 (1) of the Organisation of Working Time Act 1997, the fact of having to work on that day has been taken into account in the determination of the above pay rates. 3.                DUTIES The duties of the employment are to give to: Mayo County Council under the control of the Chief Executive or his nominee and to any other local authority or body with which an agreement has been made by the local authority, under the general direction and control of the Chief Executive or of such other employee as the Chief Executive may from time to time determine, such appropriate services of an administrative, technical, supervisory or management nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties, and to exercise such powers, functions and duties as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the employment will, if required, act for an employee of a higher level, if qualified to do so. Beach Rangers will be primarily responsible to Mayo County Council for the performance of their duties and will work under the immediate supervision of the Tourism Team or other designated employees appointed by Mayo County Council. The duties of a Beach Ranger include, but are not limited to: 1.                       The primary role of the Beach Ranger is to ensure, in so far as possible, that the Beach Bye-laws are observed and to take the appropriate action if the Bye-laws are contravened. The Beach Ranger shall be familiar with all aspects of the Bye-laws. In the Bye-laws, are a list of prohibited Acts and it is very important to be fully aware of same. The Beach Ranger must ensure that, if a person is committing an offence, he/she is advised of same and is asked to desist immediately. Failure to comply may result in fines under the Bye-laws. 2.                      The Beach Ranger will be required to carry out duties relating to the control of traffic and parking along and in the vicinity of the beach, its approach road and the carpark areas, in line with Road Traffic (Traffic and Parking) Regulations and bylaws, ensuring that emergency access to the beach is kept clear at all times. 3.                      The Beach Ranger will be appointed as an Authorised Officer under the Litter pollution Act, 1997; The Control of Dogs Act, 1992 & Traffic and Parking Legislation. He/She shall take the appropriate action in respect of any relevant incidents relating to littering; control of dogs and parking. 4.                       The Beach Ranger will be required to advise members of the public and visitors to Keem of good practices in relation to minimising their impact on the sensitive environment surrounding Keem Bay. Act as a point of information for visitor guidance in relation to local facilities/activities/experiences etc 5.                       The Beach Ranger will be required to work a 39-hour week, as specified in Section 17 below. The Beach Ranger shall report for duty 10 minutes before start time each day. 6.                       The Beach Ranger shall commence patrolling immediately and shall, at all times, keep the beach, car park and associated facilities (toilets) under close observation and shall take immediate and appropriate action. 7.                       Advise persons concerned that an offence is being committed and request that he/she desist from the prohibited act immediately. 8.                       Advise persons engaged in prohibited acts of the consequences of failing to comply with their requests, i.e., fines under the Bye-laws and associated regulations. 9.                       If the prohibited act continues, the Beach Ranger shall demand the name and address of the person(s) concerned and shall advise that it is an offence to give a false or misleading name or address. 10.                  Advise the person concerned that a prosecution may be brought against him/her in respect of the contravention of the Bye-laws. 11.                  Call for assistance of An Garda Síochana in respect of the enforcement of the said Bye-laws, if necessary. An Garda Síochana may arrest without warrant, any person committing an offence under the Bye-laws. 12.                  The said Beach Ranger and/or An Garda Síochana may exercise the power under the Bye-laws to exclude or remove from any part of the beach any persons committing any breach of the Bye-laws. 13.                  Liaise with the General Services Supervisor regarding overflowing bins and maintenance/cleaning of toilet facilities. 14.                  The Beach Ranger shall immediately complete a detailed report in respect of all serious incidents or offences and forward same to their supervisor, or other designated employee appointed by Mayo County Council. 15.                 The Beach Ranger shall patrol the beach area at least 3 times a day to check for litter, glass, etc., and remove same. In the case of remnants of a barbecue, fire, etc., the Beach Ranger must remove if safe or, if not, contact the local General Services Supervisor. 16.                  Regulatory & Information Signage shall be checked on a daily basis and defective/defaced/missing signage shall be reported immediately to the line manager. 17.                  In the event of an Emergency, the Beach Ranger shall immediately alert the Emergency Services. 18.                  The Beach Ranger shall keep an accurate record of offences committed, including photographic evidence (where applicable) for the purposes of Court Proceedings and shall attend court and give evidence as required. 19.                  At the end of each day, the Beach Rangers Report sheet shall be completed and kept in the Beach Rangers station, which will be collected on a daily/weekly basis. 20.                  On occasion, the Tourism Department of Mayo County Council will require Visitor Surveys to be conducted and the Beach Ranger will be requested to carry out same. 21.                  The Beach Ranger shall perform any other duties as may be assigned to him/her from time to time by the Water Safety Officer, Area Engineer, Environmental Services Section, or other designated employee appointed by Mayo County Council. The above 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. 3. REPORTING ARRANGEMENTS The holder of the post will report directly to their supervisor, or any person nominated by Mayo County Council. 22.           COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. 1.        Delivering Results 2.        Performance Through People 3.       Personal Effectiveness Delivering Results 1.                       Plan and prioritise work and resources effectively. 2.                       Establish high quality service and customer care standards. 3.                       Make timely, informed, and effective decisions and show good judgement and balance in making decisions or recommendations. 4.                      Critically evaluates outcomes and processes used to achieve them. Performance Through People 1.        Delivering a message in a clear and coherent fashion. 2.        Ability to keep calm under pressure. 3.        Portraying a positive customer service ethos at all times. 4.        Establishing and maintaining productive working relationships with key internal and external stakeholders. 5.        Communicating effectively both verbally and in writing at all times Personal Effectiveness 1.                       Demonstrate self-motivation and maintain a positive constructive and enthusiastic attitude to their role. 2.                       Manage time and workload effectively and operate in an environment with significant complexity and pace. 3.                       Set challenging standards and achieve high quality outcomes. Candidates will also be assessed at interview on the basis of how they demonstrate their Specialist Knowledge, Expertise and Self Development Specialist Knowledge, Expertise and Self Development 4.                       Understanding of the role of Beach Ranger. 5.                       Relevant experience to date. 6.                       Knowledge and awareness of key topical and priority issues. 7.                       Understanding of political reality / context of issues. 8.                       Understanding compliance standards, policies, procedures, and legislation. 9.                      A clear understanding of Health and Safety Policy and Procedures. 10.                  RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 6. ANNUAL LEAVE Payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997. Leave is calculated at 8% of the hours worked in a leave year (but subject to a maximum of 4 working weeks). Permission and prior authorisation is essential before annual leave is taken. The granting of annual leave at any particular time is always subject to the requirements of the Council and all annual leave is liable to suspension during periods of exceptional pressure . 7. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a van will be at the discretion of the Chief Executive. 8. SHORTLISTING: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). Other written, oral or practical tests appropriate to the position. Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 9. RECRUITMENT: Selection shall be by means of a competition based on a competency-based interview conducted by, or on behalf of Mayo County Council. All Candidates must attend the interview in order to be considered for inclusion on a panel from which Beach Rangers may be appointed for the 2024 Bathing Season and this may also be used for the 2025 bathing season. Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. The life of the panel will be one year from the date of its establishment. 10. REFERENCES/DOCUMENTARY EVIDENCE : Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. 11. SUPERANNUATION: As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1) Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. 12. RETIREMENT AGE: CLASS A PRSI Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, in line with State Pension age. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ (from 1st April, 2004 and before January 2013) to the Public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The minimum age at which a person may retire is 65. As a ‘New Entrant’ to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a New Entrant to the public service, as defined in the Public Service Superannuation (miscellaneous provisions) Act 2004, who has joined before 1st April 2004, is subject to a compulsory retirement age of 70 as per CLS2/2019 but can retire from 60 years of age. CLASS D PRSI Minimum retirement age will be 60 years with compulsory retirement age of 70 years. 13. BASE The successful candidate will be based at Keem Beach. 14. TRAINING Successful candidates will be required to undertake any course of training which is determined relevant by Mayo County Council. 15. GARDA VETTING: Offer of employment may be subject to a Garda vetting process. Failure to pass Garda vetting will result in employment being terminated with immediate effect. 16. WORKING HOURS The hours of work are as follows: The Beach Ranger will be required to work a 39-hour week over the six-day week, suggested hours as follows -: Monday: 10.00 – 17.00 Tuesday: 11.00 – 16.00 Wednesday: Day Off Thursday: 11.00 – 16.00 Friday: 10.00 – 18.00 Saturday: 10.00 – 18.00 Sunday: 10.00 – 16.00 These hours are subject to change, depending on visitor numbers and demand that will require additional hours at peak times (e.g. Bank Holiday weekends, good weather conditions, high season etc) 17. UNIFORM The Beach Ranger will be supplied with and will be required to wear a uniform when on duty. Failure to do so will result in disciplinary action by Mayo County Council. It is important that members of the public are aware that uniformed Beach Rangers are on duty by visibility and are seen to be patrolling. When employment ceases, uniform must be returned to the Mayo County Council Office, Mayo House, Moneen, Castlebar, Co. Mayo, by Friday, 8 September 2024. Failure to do so will result in the cost of same being deducted from the last payroll payment.

16 days agoFull-time

Industrial Services CCTV/Drainage Technician

EnvaNationwide

Location: Can be based from either Greenogue/ Portlaoise / Shannon or Cork but available for Nationwide travel.  At Enva we are committed to Recycling and Resource Recovery; it forms the basis of our business strategy and our values. We recover waste products to provide either a second life, such as the production of energy or, in many cases, full closed-loop recycling solutions. We also provide a complete portfolio of water and waste water services. Our dedication to developing new and innovative products and solutions and extending the lifecycle of the world's resources is driving our business forward, saving energy and saving resources. The Successful candidate will play a key role in providing support to the activities of the Industrial Services division as appropriate on a day to day basis and to assist other areas of the business as and when required.  Reporting to the Industrial Services Manager, responsibilities in this varied role will include; Duties and Responsibilities of the Position: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.

16 days agoFull-time

Store Manager

ThreeCastlebar, Mayo

At Three we’re used to going beyond expectations to better connect our customers If that sounds like you, join us, and Be Phenomenal . Our Retail teams play a critical part in our enhanced store experience. Never has there been a more exciting time to join a team of open, honest and passionate employees. Three is forward thinking, you can’t stagnate in this job, and you’ll be part of a charming bunch of people that will become lifelong friends. There’s an energy here that’s infectious; we defy convention and we’re always looking at ways to shake up the industry and to surprise and delight our customers. You can be yourself here, and you’ll get to build strong relationships with customers and colleagues alike. Join us as Retail Store Manager

17 days agoFull-time
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