Jobs in Monaghan
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The Position: Westmeath County Council employs over 570 staff across eight service divisions. Housing & Building; Road, Transport & Safety; Rural Water; Development Management; Environmental Protection; Recreation & Amenity; Climate Action, Agriculture & Education and Miscellaneous Services. It consists of 20 democratically elected members. The Council is mandated to deliver a diverse range of functions and services which can be broadly described under the headings of economic development, community development, provision of physical and social infrastructure, recreation and amenity services, and the enforcement of the planning and environmental regulatory framework. The Council now invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent and fixed term contract posts for the position of Arts Officer will be drawn. Role: The role of the Arts Officer is to deliver on the objectives as set out in the Local Authority Arts Plan and other key strategic and policy areas and to enable people of all abilities to experience the arts. The ideal candidate must be a self-motivated person with drive, commitment and vision, willing to take on the challenge of implementing the Arts Plan and other key strategies. Candidates will be expected to possess excellent administrative, employee management, communication, interpersonal skills and budget management skills and the confidence to work independently and creatively within a complex network of relationships. The Arts Officer will have a vital role to play in maintaining the delivery of a wide range of accessible public services, offering advice, advocacy, initiation of new Arts projects and administration of grants and bursary schemes. The Arts Officer will be expected to work closely with senior management and elected members to deliver services to the highest standard. The Arts Officer will work under the direction and control of the County Librarian or other Senior Officer designated by the Chief Executive or Director of Services as appropriate. Key Duties and Responsibilities: The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require: • Advising Westmeath County Council on all matters relating to Arts/Culture including but not limited to: ▪ strategies for effective development and management of the Arts & Culture. ▪ fundraising and applying for funding from a variety of sources. ▪ the development of the arts/artists in the social, cultural and economic life of the County. ▪ the disbursement of grants under the terms of Section 12 of the 1973 Arts Act and the Arts Act 2003 ▪ Informing of any initiatives which may affect funding and/or policy developments and working towards implementation of proposals. • Managing and leading a well-motivated and focused team to deliver the Council’s arts/culture programme. • Developing and supporting Arts service staff in the implementation of programming and policy development. • Communicating, implementing and managing change within the section, • Determining nature, level and pattern of demand for services. • Devising, implementing & managing the Council’s Strategic Arts Development Plan to include on-going monitoring and measurement of implementation and impact. • Developing annual service delivery plan for the arts in line with the Corporate Plan priorities and in collaboration with the Senior Management Team having regard to available budgets. • Identifying and responding to opportunities for the arts, through liaison with a variety of Government Departments, State Agencies, European Institutions and Arts Bodies, collaborating with colleagues to progress the broader cultural and economic development remit of the Council. • Inputting into the work of Strategic Policy Committee and other local authority committees, as appropriate. • Establishing & overseeing arts/culture policies that will underpin plans for development, which will be integrated with other aspects of local authority work. • Devising proposals and responses to national & international policy documents, which will influence the development of arts/culture in the County. • Sustaining a consultative process with those involved in arts and culture in the County. • Ensuring balanced arts provision for the county, through identifying, supporting and developing the existing professional, voluntary, community and amateur arts sectors and through harnessing existing regional and national networks. • Managing and developing the Council’s Public Art policy and collection. • Consult with planners and engineers in the briefing and development of public realm projects and proposals and new housing estates and development to create a more design focused and creativity use of space • Providing information and advice to artists and the community in general on arts/culture related matters. • Developing partnerships and working relationships with others in the public and private sector including those in third level institutions/local government/other partners consistent with overall strategy for the Arts in Westmeath, and to position the arts and the interests of the Arts in Westmeath on the working agenda of such partners. • Creating strategic partnerships with a range of key institutional stakeholders and partners, • Liaising and work with local schools, wide range of community/voluntary groups and promote the inclusion of all sectors of society in participation of the arts. • Developing key metrics to better measure the impact of investment in the arts in the county • Supporting artists to create work of excellence. • Responsibility for day-to-day financial management within the section to include budget preparation, identify potential funding opportunities, preparation of funding applications, timely drawdown or recoupment of monies due to the local authority. • Delivering projects within agreed budget and deadlines. • Attending meetings and represent the local authority on internal or external committees, working groups or other fora when required. • Researching, analysing, disseminating and communicating essential information on relevant policies, procedures and legislation. • Compiling, preparing and presenting reports as necessary. • Communicating effectively with senior management. • Working to promote the sharing of information, marketing, public relations, electronic and web-based information services, and audience development • Planning and prioritising work effectively and be proactive and self-directed. • Working under pressure to tight deadlines and effectively managing conflicting demands. • Implementing all Health and Safety management systems within the local authority. • Working outside of normal office hours, i.e., at evenings and/or weekends, as required. • Any other duties which may arise in the provision of arts services, and are assigned by the Chief Executive, Director of Service or his/her appointed nominee, from time to time. QUALIFICATIONS FOR THE POST 1. Character Each candidate must be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 4. Education/Experience etc. (a) Hold primary degree (level 8 on the national framework of qualifications) or equivalent from a recognised awards authority majoring in a relevant area such as arts, arts management, visual culture, cultural studies, fine art, or the performing arts (b) Have at least five years relevant and acceptable management experience in arts management or arts policy development. (c) Have organisational and administrative experience. (d) Demonstrate an understanding of National Arts Policies, the structures and policy informing the work of Local Authorities in an arts context. (e) Have the creative and management expertise to drive the development and delivery of arts policies and the Arts Programme on a county level. It is desirable that each candidate should have: • Have a strong sense of commitment to delivering quality public services and be willing to take on challenges. • Be highly motivated and have excellent interpersonal and communications skills. • Have an ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally. • Be capable of working in close co-operation with the elected Council, the Strategic Policy Committees and other Council Departments. • Satisfactory knowledge and understanding of the Local Government sector in Ireland • An understanding of National Arts Policies and creative and management expertise to drive the development and delivery of Arts Policies and the Arts Programme • Take a strategic approach in the formulation and delivery of key policy objectives. • Have a career record that demonstrates a high level of competence in the management of staff, including managing performance. • Capacity to work effectively as part of a multi-disciplinary team • Have excellent facilitation, project management and event management skills. • Have the ability to manage financial resources within a budgetary control framework. • Have effective problem solving and decision-making skills. • The ability to adapt to change. • Have the ability to manage projects. • Be able to function on own initiative. • Ability to communicate effectively across different levels within an organisation PARTICULARS OF OFFICE 1. Salary The current salary scale for the post of Arts Officer €59,417 – €77,243 (including Long Service Increments) gross per annum as per Circular EL 03/2025. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with the Circulars issued by the Department of Housing, Planning, Community and Local Government. New Entrants to the Local Authority Service commence on the 1st point of the scale in accordance with current Government Policy as set out in Department of the Environment Circular Letter EL 02/2011 of 28th January 2011 and Circular EL 05/2016 dated 5th February 2016. Remuneration is paid fortnightly by PayPath directly to the employee’s nominated bank account. The current pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions e.g. PAYE and PRSI. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. You agree that in the event of an overpayment of salary or other monies to you, the Council reserves the right to deduct monies from your “wages” (for the purposes of the Payment of Wages Act, 1991) for the purpose of reimbursement of the Council of the amount of the overpayment(s), in keeping with the Payment of Wages Act 1991, Section 5(5). 2. Superannuation and Retirement Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details of the relevant scheme will be provided to the appointee prior to appointment. A person who becomes a pensionable employee of a local authority who is liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). A person paying Class A rate of PRSI who becomes a pensionable employee of a local authority will be required in respect of the Local Government (Spouses and Children's Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). A person who becomes a pensionable officer of a local authority who is liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. A person paying Class D rate of PRSI who becomes a pensionable Officer of a local authority depending on their existing scheme, may be a member of a dependent scheme i.e. either the Local Government (Widows & Orphans Contributory Pension) Scheme or Local Government (Spouses and Children’s Contributory Pension) Scheme and if a member of either scheme will be required in respect of this to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. Employees are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement and death gratuities. In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority. For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on careeraverage pay; pensions will be co-ordinated with the State Pension Contributory 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, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. 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, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 70 years. 3. Probation (a) There shall be a period after such appointments take effect during which such persons shall hold the position on probation; (b) such period shall be one year, but the Chief Executive may at his/her discretion extend such period; (c) the person appointed shall cease to hold office at the end of the period of probation unless during such period the chief executive has certified that the service of the person in such office is satisfactory.
Monitoring & Development Officer
The Role: The PEACEPLUS 1.1 Monitoring & Development Officer is a key role in the Leitrim PEACEPLUS Action Plan. The Monitoring & Development Officer will be responsible for the coordination of the monitoring & evaluation aspect of the programme. This is a mandatory position under the Programme Rules and will include working with the SEUPB-commissioned Evaluators, and Leitrim County Council Community Integration & PEACE Team. The Monitoring & Development Officer will also be required to support the PEACEPLUS Coordinator in the implementation of the overall programme. The Monitoring & Development Officer will work within these roles as part of a multi-disciplinary team, assisting with the implementation of the Leitrim PEACEPLUS Action Plan to achieve goals, targets and standards set out in the Action Plan. He/she will be expected to a self-starter and use initiative and work to a high standard. The post holder will have a supervisory role in the day-to-day operations of the work area or as a team leader. The role requires excellent administrative, supervisory, interpersonal, communication, research, reporting, budgetary and timescale management, experience in the monitoring and evaluating of data and administrative and financial experience in preparing and compiling reports. The post holder will be expected to carry out their duties in a manner that enhances public trust and confidence and ensures impartial decision making. The Qualifications: 1. Character Each candidate must be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 4. Education and Experience Each candidate must, on the latest date for receipt of completed application forms, have: (a) A Level 7 (on the National Framework of Qualifications) or relevant qualification in one of the following areas: Finance, Accounting, Business, Statistics, Economics, Mathematics with a minimum of two years relevant work experience. OR (b) A good standard of general education with five years relevant work experience of grant management including processing of claims, verification and monitoring, preparation of claims to funders. AND (c) Project & event management, financial administration and budgeting skills. (d) Excellent ICT skills and knowledge of multiple software programmes. (e) Candidates must hold a clean, current Class B Driving Licence and will be required to have access to his/her own vehicle. Note: Candidates must submit a copy of third level or relevant qualification from your awarding body and / or Quality & Qualifications Ireland (QQI) with your application. Foreign language qualification certificates must also be accompanied by a translation document of educational qualifications as outlined above. Applications received without the necessary documentation will be deemed ineligible and will not be considered further. Desirable though not essential: • Excellent knowledge of GDPR and Data Protection provisions. • Knowledge of procurement of goods, specialist services and resources for the delivery of programmes. • Knowledge of the principles and processes of community development with expertise in a broad range of development models Competencies for the Post: Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Delivering Results / Communicating Effectively • Translates the business or team plan into clear priorities and actions for their area of responsibility. • Plans work and allocation of staff and other resources effectively. • Implements high quality service and customer care standards. • Makes decisions in a timely and well informed manner. • Develops and maintains positive, productive and beneficial working relationships. • Demonstrates the ability to recognise the value of and requirement to communicate effectively. • Demonstrates effective verbal and written communication skills. • Demonstrates good interpersonal skills. Performance Management • Leads and works with the team to achieve PEACEPLUS Action Plan targets. • Effectively manages performance. • Ability to develop and deliver programmes and projects and to work to strict deadlines. • Ability to work on own initiative as well as an integral part of a team. • Strong organisational skills including meeting facilitation and administration. Personal Effectiveness • Is enthusiastic about the role and is motivated in the face of difficulties and obstacles. • Takes initiative and is open to taking on new challenges or responsibilities. • Manages time and workload effectively. • Has strong organisational skills including meeting facilitation and administration. • Has strong resource and project management skills. • Maintains a positive and constructive and enthusiastic attitude to their role. • Understands and implements change and demonstrates flexibility and openness to change. • Is a self-starter, strong on research and maintains resilience in securing buy in and commitment to overall concepts or projects. Knowledge, Experience and Skills • Demonstrates understanding of the role of the PEACEPLUS Monitoring & Development Officer and the PEACEPLUS Action Plan in the context of wider local authority service delivery. • Demonstrates knowledge & understanding of the structure and functions of local government. • Has knowledge of current local government issues, priorities, concerns and future direction. • Has relevant administrative, or economic/community development or project development, management and delivery experience. • Has experience of supervising staff. • Has experience of working as part of a team. • Has experience of preparing reports and correspondence. Principal Terms and Conditions: The position is wholetime, temporary and pensionable. The appointment will be on a Fixed Term Contract basis for a period until 31 December 2027, subject to a probationary period of 6 months, for the implementation of the PEACEPLUS Programme. 1. Duties: The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of an administrative, supervisory and advisory nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputising for other officers of the local authority. The PEACEPLUS 1.1 Monitoring & Development Officer will report to the PEACEPLUS Coordinator or such other officer as may be designated by the Chief Executive. The key duties and responsibilities of the post of PEACEPLUS 1.1 Monitoring & Development Officer may include but are not limited to the following: • Delivering on the Leitrim PEACEPLUS Action Plan, specifically co-ordinating and implementing the monitoring and evaluation requirements. • Responsibility for the implementation and maintenance of an electronic Evaluation and Monitoring system to meet the requirements of the PEACEPLUS Programme in collecting, monitoring and analysing data (including sensitive data) on over 3,300 participants. • Analysing statistical data on participants from the programming element of the project on a regular basis to provide relevant updates to the Project Board and PEACEPLUS Coordinator on recruitment numbers and cross-community balance of participants. • Encouraging, promoting, advising and supporting projects which aim to develop good cross community relations throughout the county. • Collaborating and working with the Leitrim County Council Community Development & Integration Team to ensure work programmes are implemented to deliver on the Council’s operational plan. • Meeting all project targets and milestones as determined by the Leitrim PEACEPLUS Partnership / SEUPB. • Assisting in the preparation and managing of tenders for sub projects, if appropriate. • Publicising the work of the project in line with the PEACEPLUS Communications Plan and SEUPB communication guidelines. • Working to strict deadlines and being available to work outside normal office hours as required. • Identifying, liaising and networking with other projects undertaking similar work. • Compiling, preparing and presenting reports, presentations and responding to correspondence as necessary. • Representing the office on committees or at meetings and giving progress reports as required. • Providing support and assistance in the delivery of projects as required. • Assisting the handling of day-to-day issues, ensuring compliance with all council policies and procedures. • Preparing interim and annual reports, including data on budgets and expenditure as required Reporting • Ensuring compliance with all required local authority financial, management and governance reporting requirements of the PEACEPLUS programme. • Responsibility for the preparation of relevant reports and performance related data, monitoring and evaluation of specific project targets and outputs, assist in the preparation of claims to the funder as required and to include entering data on the PEACEPLUS database. • Collecting, maintaining and updating relevant data. • Working with project delivery agents to ensure that they are aware of and fulfil their reporting requirements. Governance Ensuring the PEACEPLUS Work Programme conforms with all policies and procedures of the Local Authority and SEUPB and in line with the Governance Framework. General • Undertaking any other relevant and related duties that may be required/assigned. 2. Salary: The Salary scale for the post of PEACEPLUS Monitoring & Development Officer, applicable from 1st March 2025, is as follows (aligned to the Grade V – Staff Officer Scale): €51,210, €52,739, €54,301, €55,895, €57,501, €59,373 (LSI 1), €61,252 (LSI 2) Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. 3. Probation: All contracts will be subject to a probationary period of 6 months, during which the performance of the successful applicant will be regularly evaluated. If during that period, the Local Authority is satisfied that the appointee is unlikely to prove suitable for final appointment, the appointment may be terminated by the giving of one month’s notice on either side, or, in the event of misconduct or negligence, without notice The probationary period may be extended at the discretion of the Chief Executive of Leitrim County Council Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 4. Working Hours: The successful candidate’s normal hours of work will be 35 hours per week. The role will require flexibility around working hours and evening and weekend work will arise in order to effectively deliver this programme. A system of ‘Time in Lieu’ will be in operation to reflect this. Overtime will not be paid. The Council reserves the right to alter hours of work from time to time. All hours of work will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. 5. Annual Leave: The annual leave entitlement for this post will be 30 days per annum. 6. Superannuation: All new entrants to pensionable public service employment on or after 1st January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for member of the Single Public Service Pension Scheme will be based on career-average pay; pensions will be co-ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998, and are liable to pay the Class A rate of PRSI contribution, will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). You will also be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay Spouses and Children/Widows and Orphans contributions at the rate of 1.5% of pensionable remuneration. 7. Retirement Age: The Single Public Service Pension Scheme (“Single Scheme”) as provided by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 commenced with effect from 1st January 2013. The act introduced new retirement provisions for new entrants to the public service appointed on or after 1st January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. In accordance with Circular Letter 24/2020 Single Pension Scheme Members normal retirement age will be in line with the age of eligibility for the State Pension (Contributory). Compulsory Retirement Age will be 70. There is no mandatory retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is “not a new entrant” to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 65 years – the Public Service Superannuation (Age of Retirement) Act 2018 provides for an increase in the compulsory retirement age of most pre-2004 public servants from age 65 to age 70. 8. Pension Abatement If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to, or in receipt of, a pension from the Civil or Public Service, or where a Civil/Public Service pension comes into payment during the appointee’s re-employment, that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012. Please note: In applying for this position, you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office/Body will support an application for an abatement waiver in respect of appointments to this position. 9. Driving Licence Holders of the post may from time to time be required to travel in the course of their duties and for this purpose they shall possess a current unendorsed full driving licence (Category B) and, shall drive a motor car in the course of their duties and for this purpose provide and maintain a car to the satisfaction of the local authority. The post holder’s Insurance policy must cover such use and must indemnify Leitrim County Council. Travel and subsistence expenses will be paid in accordance with nationally agreed rates applicable in the sector.
Retained Firefighters
THE ROLE We are currently now inviting applications from candidates who are passionate in supporting and serving their local communities, for the position of Retained Firefighter. Panels will be created for positions in our Fire Brigade units in Ballyjamesduff, Killeshandra and Kingscourt. In most circumstances a Retained Firefighter has another job / career and provides on call cover for a minimum of 24 weeks in the year for the Fire Service either from home, or in some circumstances, from their place of work. In the event of a fire call, the Retained Firefighter will be notified, typically by pager, and he / she must respond to the Fire Station immediately. The Fire Service responds to all emergency calls from the public for assistance, primarily to protect life and save injury to individuals, but also to prevent and restrict damage to property. Many emergency calls, however, are not to fires, but to incidents where members of the community are trapped in vehicles, machinery or in other less life-threatening circumstances. The firefighter’s working life and training is geared to responding safely and effectively to emergency calls, regardless of weather conditions or the time of day or night. Fully qualified firefighters are skilled technicians capable of using the most modern equipment, methods and techniques to undertake the full range of duties which can be deployed at any emergency incident. It is essential before applying for this position that you are aware of the on-going training demands and the personal commitment that must be given to fulfil the role of a Retained Firefighter. This includes being able to drop personal responsibilities at immediate notice to respond to a fire call, which may last anytime from 30 minutes, 10 hours, or longer. In order to function effectively in emergencies, Firefighters must demonstrate the following characteristics: • Courage and physical strength • A capacity for rapid, intense and sustained effort • A capacity to use their own initiative when alone • Complete and automatic familiarity with the equipment and tools of the profession (which may range up to major items of plant such as Fire Fighting appliance vehicles) • A practical understanding of the basis of a wide range of subjects necessary to anticipate and overcome hazards • Empathy with victims of emergency situations • An ability to carry out their function in what may occasionally be emotionally difficult and harrowing circumstances The role of a Firefighter is very challenging and rewarding and individuals are required to display determination, physical stamina and discipline in challenging situations. Please take a moment to complete the questionnaire contained in Appendix B to determine if this is the career for you. QUALIFICATIONS 1. CHARACTER Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Candidates who are successful will be required to undertake and successfully pass a medical examination before recruitment and in accordance with The Medical Standards for Recruitment to the Retained Fire Service; Local Government Management Services Board (2005). 3. RESIDENCE: Candidates, on appointment and during their employment thereafter, must live and work within either 3 km or a maximum of 6 minutes travel time (based on GPS navigation planner e.g. Google maps or similar as determined by Cavan County Council) of the Fire Station. The distances are measured from the place of employment and from their primary residence (home) to the Fire Station. On receipt of a fire or other emergency call personnel should be in attendance at the station within seven minutes. 4. EDUCATION, TRAINING, SKILLS ETC: Candidates must have attained a suitable level of education to enable him/her to undergo successfully the appropriate training and to perform his/her duties satisfactorily as a Firefighter. Candidates must hold a valid Category B Licence on the latest date for receipt of the application form. It is desirable but not essential to hold a valid Category C Licence 5. CITIZENSHIP Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. PARTICULARS 1. EMPLOYMENT: The employment is part-time and pensionable. A panel will be formed from qualified candidates from which appointments may be made. 2. REMUNERATION: A Firefighter shall be paid at the appropriate approved national rates of Fire, Drill Fees and Retainer Fees and in accordance with any national agreements for Retained Firefighters. Payment of fees is made fortnightly via electronic transfer into the Retained Firefighters account. The current rates, as per Circular EL 03-2025, are outlined below. A Firefighter shall be paid for hours attended at a fire or other emergency incident at the hourly rates shown below: HOURLY RATE OF ATTENDANCE Fire – Day* Fire – Night/Weekend Bank Holidays €50.54 (1st Hour) €25.27 (Subsequent Hour) €101.08 (1st Hour) €50.54 (Subsequent Hour) A Firefighter shall be paid an annual retainer allowance depending on years’ service as shown below: RETAINER ALLOWANCE Service Duration Allowance 0-1 year 1 Year €14,523 2-4 Years 3 Years €15,515 5-7 Years 3 Years €16,739 8+ Years €17,854 3. DUTIES: A Retained Firefighter; • Shall be required to attend at fires and other emergencies, drills, displays and other duties at such times and for such periods as required by the County Council. Failure to respond promptly to fire or other emergency calls will be addressed through the Local Authority’s disciplinary procedure. • Who attends for Fire Brigade service must be prepared to accept the work entailed and to fulfil to the best of their ability their duty as a Firefighter in the saving of life, saving of property and the fighting of fires or other such emergencies. • Must comply with the County Council’s Crew Management Arrangements for Retained Firefighters. Firefighters who are on standby during fires or other incidents shall remain at the Station and perform such duties as may be assigned by the Station Officer from time to time during the callout. • Shall ensure that the Fire Station is kept clean & tidy at all times. Firefighting equipment shall be kept clean, maintained properly and stowed away in a safe manner. • Is required to adhere to and co-operate with all National and Local Agreements pertaining to the Fire Services. • Must attend Training Courses as directed. • Must undertake driving duties as required. • Must comply with all organisational policies, procedures and legislation. • Must undertake any other duties as may be assigned from time to time. 4. 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. • Communication/ Interpersonal Skills • Teamwork/Working with Others • Adaptability/ Flexibility • Relevant Knowledge /Organisational Awareness Communication & Interpersonal Skills: • Demonstrates effective interpersonal and communication (verbal and written) skills including skills in multi-disciplinary working and the ability to collaborate with colleagues. Teamwork/Working with Others • Demonstrates a clear understanding of Teamwork and group dynamics; • Contributes fully to the team effort; • Plays an integral part in the smooth running of teams without necessarily taking the lead. Adaptability/Flexibility • Adjusts to changing environments whilst maintaining effectiveness. • Modifies his or her approach to achieve a goal. • Open to change and new information; • Rapidly adapts to new information, changing conditions, or unexpected obstacles. Relevant Knowledge/Organisational Awareness • Demonstrates an understanding and knowledge of the Local Government services and structure including the Retained Fire Service. • Demonstrates an awareness of the operational abilities of Cavan County Fire & Rescue Service and the demands placed on members of the Retained Fire Service. • Demonstrates an understanding and knowledge of company policies and procedures (including Health and Safety) and the ability to conform with same. 5. AGE: A Firefighter must be not less than 18 years of age on the first day of the month in which the latest date for receipt of applications occurs. A Birth Certificate must be submitted to the County Council as proof of age on or prior to employment. 6. RETIREMENT: The normal retirement age is 55. On reaching 55 years of age or sooner, if found to be medically unfit, a Firefighter shall cease to be employed. Firefighters who are physically capable of working beyond age 55 will have the option to continue working for a defined limited period of 1 year, subject to annual compulsory medical assessment on the basis of set medical standards under the Occupational Health Scheme. Such extended periods will be to the maximum age of 62 and, for the avoidance of any doubt, no firefighter can remain in service beyond their 62nd birthday, i.e., upon reaching age 62 years. 7. HEALTH: A firefighter shall be free from any defect, disease, physical or psychological condition that may adversely impact on their duties and must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Before recruitment or promotion, in order to ascertain the health of a candidate, successful applicants shall undergo such medical examinations (which may include x-ray and/or other special tests) as the County Council considers necessary. The County Council will nominate the medical examiners. The candidate must comply, at their own expense, with such remedial requirements as the County Council consider necessary. An Operational Firefighter shall: - • Agree to participate in the Occupational Health Scheme for Retained Firefighters in operation by Cavan County Council; and • At any time, if requested by the County Council, undergo such medical examination(s) by medical examiner (s) as nominated by the County Council; and • Attend medical examinations in accordance with the frequency set down in the Occupational Health Scheme for Retained Firefighters as issued by the (LGMA) to Local Authorities Any defects discovered pertaining to a medical examination will not be remedied at the County Council's expense. Retention as an operational Firefighter will depend upon receipt of satisfactory reports by medical examiner(s) and to the general condition above as to health. An operational Firefighter is required to maintain an appropriate level of physical fitness. At the discretion of the County Council firefighters may be required to undertake occupational health assessments. Retained Fire-fighters will be required to undergo regular medical examinations at any time in a manner and form determined by Cavan County Council. Failure to pass any occupational health assessments may result in termination of contract.
Cleaning Operative
If you are a customer focused individual and want to join a fun and family orientated food and facilities management company, which can offer unrivalled opportunities for career progression, then we have a role for you! We are currently recruiting for a Cleaning Operative to join our team based at NI Water, Killyhevlin, Enniskillen . This is a great opportunity to join a world leading facilities management company. Working Pattern: The Mount Charles Group is an equal opportunities employer and welcomes applications from all sections of the community. Please note, the successful applicant's offer is subject to the Access NI (Basic) check prior to commencement of role. Mount Charles Group has a policy on recruiting ex-offenders, a copy of which is available upon request. Having a criminal record will not necessarily prevent you from working for the Mount Charles Group. Due to the number of applicants Mount Charles receives, we only respond to short-listed applicants. If you have not been contacted within six weeks of the closing date, you have not been selected for interview. GREAT PEOPLE - GREAT SERVICE - GREAT FUTURE
Lecturer In Motor Vehicle
The College is seeking applications for a Lecturer in Motor Vehicle based at our Springtown Campus. The post holder will provide quality teaching and learning opportunities within the specific areas outlined in the post in order to maximise the potential of every student and to undertake non-lecturing duties as appropriate. CONTRACT INFORMATION DISABILITY CONFIDENT EMPLOYER The College welcomes applications from applicants with a disability. Applicants with a disability are encouraged to visit the College website at https://www.accessable.co.uk/ which provides accessibility information on College facilities. SAFEGUARDING & EQUAL OPPORTUNITIES The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Under the provision of the Safeguarding Vulnerable Groups (NI) Order 2007 this post is deemed to be a regulated position and a check will be carried out against the Barred List for Children. The College is committed to equal opportunities and to selection on merit. It therefore welcomes applications from all sections of society in particular applicants from the Protestant Community. RESERVE LIST There is a possibility that a reserve list will be retained if more applicants are deemed suitable than posts exist. In the event the successful candidate fails to take up the post or if the post is vacated within 12 months of the appointment date, or if another vacancy arises within 12 months the post may be offered to the next person on the reserve list.
Lecturer In Electrical Installation
The College is seeking applications for a Lecturer in Electrical Installation based in our Springtown Campus. The post holder will provide quality teaching and learning opportunities within the specific areas outlined in the post in order to maximise the potential of every student and to undertake non-lecturing duties as appropriate. CONTRACT INFORMATION DISABILITY CONFIDENT EMPLOYER The College welcomes applications from applicants with a disability. Applicants with a disability are encouraged to visit the College website at https://www.accessable.co.uk/ which provides accessibility information on College facilities. SAFEGUARDING & EQUAL OPPORTUNITIES The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Under the provision of the Safeguarding Vulnerable Groups (NI) Order 2007 this post is deemed to be a regulated position and a check will be carried out against the Barred List for Children. The College is committed to equal opportunities and to selection on merit. It therefore welcomes applications from all sections of society in particular applicants from the Protestant Community. RESERVE LIST There is a possibility that a reserve list will be retained if more applicants are deemed suitable than posts exist. In the event the successful candidate fails to take up the post or if the post is vacated within 12 months of the appointment date, or if another vacancy arises within 12 months the post may be offered to the next person on the reserve list.
Park Attendant/Receptionist
MAIN DUTIES AND RESPONSIBILITIES: 1. To provide visitor information and advice to the public and other bodies, responding to both face to face and telephone enquiries. 2. To raise awareness and appreciation of sustainable tourism and the natural and built heritage by communicating in a courteous manner with visitors on Park history, facilities, conservation principles and activities, and care for the environment. 3. To collect and ensure the safety of monies in accordance with procedures, and to disseminate information and prepare and maintain records/reports. 4. To assist in the day to day operation of retail sales and booking activities, including cash handling, maintaining ledgers & booking diaries, stock control and merchandising. 5. To issue receipts and booking remittance and be responsible for the security of money and preparation of bank lodgements, as required. 6. To operate and maintain manual, computerised and online network information/filing systems including databases and spreadsheets together with the operation of a reservation system for events, workshops, meeting / conferencing, caravan and camping bookings. 7. To liaise with line management and maintenance teams on visitor facilities bookings and set-up arrangements. 8. To assist with the administration of marketing and promotional activities including direct mail and online campaigns, leaflet distribution, special offers along with the maintenance and updating of databases. 9. To assist with a range of record keeping tasks including the preparation of timesheets and accounts for payment. 10. To provide assistance at events and activities including stewarding duties and distribution and collection of monitoring & evaluation data/forms. 11. To be the point of contact for customer complaints ensuring appropriate follow up and monitoring of resolutions in accordance with Council policy. 12. To assist line management in the preparation and submission of funding, award and accreditation applications. 13. To assist line management in the purchase of goods and/or services in accordance with the Council’s procurement policy. 14. To provide secretarial and word-processing support to line management including note taking, drafting and word-processing letters, agendas, minutes, reports etc. 15. To undertake a range of other clerical tasks including emailing, postage, filing, faxing, photocopying and record keeping 16. To attend staff meetings as requested by line management. 17. To undertake general attendant duties as and when required e.g. waste collection, litter picking, cleaning, sweeping and salting of pathways. 18. To check the safety of the Park and Park facilities prior to use by public and complete associated records. 19. To act as a key holder and undertake opening and closing of facilities as and when required. 20. To undertake any other relevant duties that may be required and are commensurate with the nature and grade of the post. Performance Improvement Participate in employee training and development activities to ensure that knowledge, skills and competence required to fulfil the role in full are up to date. General 1. Carry out duties in compliance with the Health and Safety at Work Order 1978 (as amended); Acts of Parliament; Statutory Instruments and Regulations and other legal requirements; and all Council Policies and Procedures including Dignity at Work, Health and Safety, Attendance and all relevant Codes of Conduct. 2. Undertake the duties in such a way as to enhance and promote the positive reputation of Newry, Mourne and Down District Council. 3. Lead by example by behaving at all times in accordance with the Council’s values and promote same within the organisation and externally. 4. Undertake all aspects of work respecting confidentiality and ensure that personal and/or sensitive information under the control or access of the post holder is used, stored and maintained in accordance with relevant data protection legislation. 5. Contribute to Corporate, Departmental and Regional working groups as required. 6. When required, assist in the execution of the Council’s Emergency and Business Continuity Plans. 7. Promote diversity across the organisation and in the Department by adhering to the Council’s Equal Opportunity policies and procedures and avoiding all forms of discrimination both as an employer and a service provider. The list of duties / responsibilities must not be considered comprehensive nor exhaustive. They are simply a summary of the main duties / responsibilities that the post holder will be required to undertake. No Job Description can cover every issue that may arise within the post at various times and the post holder is expected to carry out other duties from time to time which are broadly consistent with those in this Job Description Education / Qualifications Grade C or above in at least 4 GCSEs* or equivalent, two of which must include GCSE English Language or equivalent and GCSE in a numerate subject or equivalent And At least 6 months’ experience of handling cash and keeping associated records in a work environment. Or in lieu of qualification 1 years’ experience of handling cash and keeping associated records in a work environment. Experience At least 6 month’s relevant experience working with members of the public in a customer facing role. Previous experience in an outdoor role that involved manual handling duties. Previous experience in a role that involved reception duties. Technical Skills and Knowledge Competent in the use of Microsoft Office applications including word, excel, databases and email. Good understanding of health and safety practice relevant to the role. Ability to work on own initiative with minimal supervision. Other Requirements Be prepared to work outdoors in all weather conditions. Hold a full current driving licence and access to transport, or access to transport to meet the requirements of the post. Ability to work outside of normal office hours, including evenings, weekends and public/bank holidays.
Principal
Please see attached Applicant Pack for information.
Deli Assistant
Provide a fast, friendly and efficient level of customer service. Prepare and assist with food preparation when required. Set up / replenish counters and merchandising the Deli. Ensure the regular and systematic cleaning and maintenance of the equipment in all areas of the Deli both front of house and in the kitchen.
Retail Supervisor
Key responsibilities WHAT’S IT LIKE TO BE A RETAIL SUPERVISOR? CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
