Jobs in Sligo
Sort by: relevance | dateGroom Army Equitation School (General Service)
The Defence Forces are now accepting applications from individuals interested in a unique and rewarding career as a Groom in the Army Equitation School. Successful applicants will complete military and specialist training, equipping them with the knowledge and skills required to serve as a Groom in this prestigious unit. The role involves the care, management and conditioning of horses used in national and international competition by Army riders. Applicants must be at least 18 years old and under the age of 39 years of age on the closing date for applications. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Re-Commissioning Officers
From time to time, the Department of Defence receives correspondence from former Permanent Defence Force (PDF) personnel who have left the service and now wish to re-join. The purpose of these terms and conditions is to establish a generic framework to be applied on the occasion where former Officers of the PDF, with particular skillsets that are not available in the PDF at that time can make an application to be re-commissioned in the PDF. Former Officers of the Permanent Defence Force, may make an application to the Minister for Defence to be re-commissioned in the PDF. The re-commissioning shall only be considered in circumstances where there is a requirement, identified by the Chief of Staff, arising in terms of a deficiency in personnel, military capability or expertise in the PDF that cannot be resolved in a sustainable or timely manner from within existing personnel resources within the relevant Service. Persons who: • have already retired from the public service on medical grounds, or • were otherwise compulsorily retired from the PDF, or • are in receipt of a disability pension/allowance from any source, or • already retired from the public service under a Voluntary Early Retirement (VER) or Incentivised Scheme for Early Retirement (ISER) or similar such scheme, which specifies they are not eligible to return to employment, • have a minimum potential service of less than three (3) years to serve to normal retiring age for the rank are not eligible to apply. See below for details of other re-commissioning requirements. As former Officers are no longer members of the PDF all applications for re-commissioning must be addressed to the Minister for Defence in the first instance. When notified by the Minister of any such application the Chief of Staff will make a recommendation to the Minister on the merits of the application. The Secretary General, Department of Defence, will also be required to provide a recommendation on each application. Decisions on recommending the re-commissioning of former officers rests solely with the Minister. Any such decision shall be made on the basis of his/her determination as to the contribution the individual can make to the maintenance and sustainability of essential Defence Forces capability. The Ministers decision in such cases shall be final. Where the Minister determines that a retired officer should be re-commissioned in the context of the above, the following provisions shall apply: • He/she shall be re-commissioned at the substantive rank at which they had retired. Starting pay on re-commissioning will be at the corresponding point on the pay scale that was applicable immediately prior to his/her retirement reflecting the current rates in operation for the rank. • The specific terms and conditions applicable under these arrangements, including rates of pay, allowances, occupational pension scheme terms and conditions, employee pension contributions, Social Insurance class, etc., will be determined on the basis of the applicant's public service employment history to date. • A short service commission of three years will, initially, be offered to successful applicants for re-commissioning. Applicants should note that the President may, subject to the provisions of the Defence Act, 1954, refuse to accept the resignation of a commission or refuse to grant permission for an Officer to voluntarily retire. • During the period of the short service commission, the individual shall not be eligible to apply for or to be considered for promotion to any higher rank but, without prejudice to the entitlement of others, shall have access to career courses (not including command and staff courses) and overseas deployment. Solely during the period of the short service commission, the position will not be included in the Defence Force Regulation CS4 establishment. Six months prior to the completion of the short service commission, and on foot of an application from the officer concerned, a commission without time limitation may be offered to the officer concerned, subject to the advice of the Secretary General and the Chief of Staff. In reaching his decision, the Minister may take into account any other relevant matters as he considers appropriate and reasonable in the case and his decision in such cases shall be final. • Where a commission without time limitation has been granted, such Officers will be assigned a post within the establishment. Previous service in respect of that Officer, but excluding the period of the short service commission, will thereafter be reckonable in respect of eligibility for future promotion competitions. Any former officer applying for re-commissioning under these arrangements, must satisfy the following requirements: i) meet the medical classification and grading as set out in the provisions of Defence Force Regulations A 12; ii) meet such educational, certification, and professional requirements for the relevant appointment to which they are to be re-commissioned; iii) pass such security clearance requirements as may be determined by the Chief of Staff from time to time. The following pension(s) will be immediately subject to abatement* in accordance with the relevant Defence Forces pension scheme rules and / or Section 52 of the Public • Service Pensions (Single Scheme and Other Provisions) Act 2012 (the 2012 Act): ANNEX A PDF OCCUPATIONAL PENSION SCHEME TERMS Members of the Permanent Defence Force (PDF) may qualify for occupational pension and retirement gratuity (i.e. superannuation benefits) subject to certain terms and conditions. The main defined benefits under the PDF superannuation schemes are: • occupational pension, • retirement gratuity (lump sum) or death in service gratuity, and • spouses'/civil partner's and children's contributory pensions. On re-joining the PDF, a person's specific occupational pension terms will be determined in the context of their public service employment history to date e.g. ; whether they were employed elsewhere in the public service immediately before re-joining the PDF; or how long they have been out of public service employment. All persons joining the public service since 6 April 1995 are required to pay personal pension contributions (PPC) towards their superannuation benefits and PPC pay scales apply in their case. They are also insurable for full PRSI and, on that basis, their occupational pensions are integrated with the Social Insurance code. Integration means that their entitlement to the range of Social Insurance benefits is taken into account when calculating the amount of occupational pension payable. Under standard public service arrangements, integration of occupational pension with the Social Insurance system begins from the time the occupational pension starts payment. The occupational pension is reduced from the start by a Social Insurance (State Pension Contributory) offset, regardless of whether the person has reached State Pension age. Integration applies to occupational pension benefits and employee pension contributions, but not to retirement lump sum. The Pension Related Deduction under FEMPI provisions is payable regardless of date of joining the public service. The Public Service Pay and Pension Act 2017 provides for the conversion of the PRD into a permanent Additional Superannuation Contribution (ASC) from 1 January 2019. In general, all new entrants to the PDF and the public service who join on or after 1 January 2013 are members of the Single Public Service Pension Scheme unless they: (i) have immediately preceding prior pensionable public service without a break of more than 26 weeks, or (ii) are returning under the same contract of employment. Full details of the Single Scheme are at http://singlepensionscheme.gov.ie/ For PDF members, the key provisions of membership of the Single Scheme are as follows: • Retirement benefits are based on 'career average earnings' (not final salary). • The 'vesting period' for the Single Scheme is 24 months i.e., the minimum period that a person must pay into the scheme before becoming eligible for retirement benefits. • For PDF members of the Single Scheme, their compulsory retirement ages or (where applicable) upper service limits are as provided under DFRs pursuant to the Defence Acts 1954-2011. • A minimum pension age of 50 applies. This means that occupational pension and gratuity (lump sum) will not normally be payable immediately on retirement unless the person serves to age 50 with at least 2 years' pensionable service in the Single Scheme. Where leaving the PDF before age 50, benefits are preserved and generally payable in line with, and linked to, the social welfare State Pension age (currently 66 rising to age 67 from 2021 and 68 from 2028). • A 7.5% employee superannuation contribution applies to PDF personnel regardless of rank. • Occupational pension is subject to integration with the Social Insurance system. Where the applicant: (i) has worked in a pensionable (non-Single Scheme) public service appointment in the 26 weeks immediately prior to re-appointment to the PDF, or (ii) immediately before 1 January 2013 has been and is currently on a career break or absent on special leave with/without pay from the Public Service, different pension scheme terms may apply. The specific (pre-2013) pension scheme terms and conditions will be determined, and offeredto such applicants, on a case-by-case basis in the context of their public service employment history with their prior public service employment history and the relevant pension rules (including the '40-year cap' — see below). The provisions of the Single Scheme are fundamentally different to, and completely distinct from, pre-2013 public service pension schemes (i.e. they are mutually exclusive). If a person already holds retirement benefits from previous public service employment under pre-2013 public service pension scheme(s), they cannot transfer (aggregate) or import those benefits to/with the Single Scheme and visa versa. Where an applicant already has an existingentitlement to pre-2013 public service retirement benefits, those retirement benefits remain to be administered under the provisions of those pre-2013 scheme(s). The aggregation of such previous pre-2013 pensionable service with any subsequent period of 'pre-2013' pensionable service following re-appointment to the PDF, is subject to the overriding '40-year cap' applicable under all pre-2013 public service pension schemes.. Declarations, pension-accrual, etc.: Under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, appointees will be required to declare: • any prior public service, or • any pre-existing entitlements to a Public Service retirement benefit (whether in payment or preserved), or • existing remuneration from any other Public Service employment, or • any such employment in which they received a payment-in-lieu of pension in respect of such service. In addition, the 2012 Act applies a 40-year limit on the total service that can be counted towards occupational pension where a person has been a member of more than one 'pre-2013' public service pension scheme (i.e. non-Single Scheme). This may have implications for any person who has already acquired occupational pension rights in a previous Public Service employment and, on re-joining the PDF, does not become a member of the Single Scheme. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Re-Enlistment Permanent Defence Forces
These terms and conditions are to establish a generic framework to be applied on the occasion where former enlisted personnel of the Permanent Defence Force (PDF), with particular skillsets that are not available in the PDF at that time, make an application for re-enlistment in the PDF. The re-enlistment shall only be considered in circumstances where there is a requirement, identified by the Chief of Staff, arising in terms of a deficiency in personnel, military capability or expertise in the PDF that cannot be resolved in a sustainable or timely manner from within existing personnel resources within the relevant Service or Corps. The Chief of Staff will make a recommendation to the Minister on the merits of any application, in serving to address such a deficiency in the PDF. Approval for the re-enlistment of former PDF personnel rests solely with the Minister, on the advice of the Chief of Staff. The Ministers decision in such cases shall be final. Any former enlisted member of the PDF applying for re-enlistment under these arrangements, must satisfy the following requirements: i) meet the medical classification and grading as set out in the provisions of Defence Force Regulations A12; ii) meet such educational, certification, and professional requirements for the relevant appointment to which they are to be re-enlisted; iii) applicants with more than two years’ service should have a minimum military conduct rating of ‘good’ upon previous discharge from PDF, applicants with less than two years previous service may be considered for eligibility on the basis of possessing a conduct rating of not less than ‘fair’ on discharge. iv) pass such security clearance requirements as may be determined by the Chief of Staff from time to time. Persons who are not eligible to apply include those who: • have already retired from the public service on medical grounds, or • were otherwise compulsorily retired from the PDF, or • are in receipt of a disability pension/allowance from any source, or • have a minimum potential service of not less than 6 months to serve to normal retiring age for the rank (as set out in Defence Force Regulations A10). Where the Minister approves the re-enlistment of a former enlisted member of the PDF, the following shall apply: • He/she shall be re-enlisted at the substantive rank at which he/she had retired. • Starting pay on re-enlistment will be at the corresponding point on the pay scale that was applicable immediately prior to his/her retirement1. • He/she will be required to undertake an Induction Programme, to be determined by the Chief of Staff. • The specific terms and conditions applicable under these arrangements, including rates of pay, allowances, occupational pension scheme terms and conditions, employee pension contributions, Social Insurance class, etc., will be determined on the basis of the applicant’s public service employment history to date. • The individual will be re-enlisted for an initial period of up to three years’ service (but not less than six months). Decisions regarding the period of re-enlistment to be offered rests with the Minister. • During the three year period, the individual shall not be eligible to apply for or be considered for promotion to any higher rank but, without prejudice to the entitlement of others, may have access to career courses (with the exception of PNCO course) and overseas deployment (subject to selection criteria published from time to time and dependent on the duration of the enlistment). During this initial three year period of appointment, the individual will be posted to a temporary appointment. • Personnel who re-enlist under these terms and conditions will not be required to pay discharge by purchase rates if they leave of their own volition at any during their initial period of re-enlistment up to 3 years. They may, however, be subject to incur an additional specific undertaking for training provided during that period, should they undertake such training. • Two months prior to the completion of the period of enlistment and on foot of an application from the individual concerned, an extension to the period of enlistment may be offered to the individual concerned, subject to the recommendation of Chief of Staff to the Minister as to the suitability of the applicant for such appointment in terms of continuing to address a deficiency in military capability or expertise in the PDF and a suitable vacancy existing in the establishment. In reaching this decision, the Minister may take into account any other matters as he considers appropriate and reasonable in the case and his decision in such cases shall be final. • Where the individual receives the extension to the period of enlistment, and the aggregate period of re-enlistment exceeds three years, previous service in respect of that individual but excluding the aggregate period of three years served on re-enlistment will thereafter be reckonable in respect of eligibility for future promotion competitions. • The following pension(s) will be immediately subject to abatement* in accordance with the relevant Defence Forces pension scheme rules and / or Section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 (the 2012 Act) : any Defence Forces occupational pension that is currently in payment to the applicant, or that comes into payment to him/her during the period of reemployment, and any other civil or public service occupational pension already in payment to the applicant, or that comes into payment to him/her during the period of reemployment. *Reduction, suspension or otherwise as the case may be. Further information in relation to Permanent Defence Force occupational pensions is attached at Annex A. ANNEX A PDF OCCUPATIONAL PENSION SCHEME TERMS Members of the Permanent Defence Force (PDF) may qualify for occupational pension and retirement gratuity (i.e. superannuation benefits) subject to certain terms and conditions. The main defined benefits under the PDF superannuation schemes are: • occupational pension, • retirement gratuity (lump sum) or death in service gratuity, and • spouses’/civil partner’s and children’s contributory pensions. On re-joining the PDF, a person’s specific occupational pension terms will be determined under the relevant legislation based on their public service employment history to date, e.g.; • whether they were employed in a pensionable job elsewhere in the public service immediately before re-joining the PDF; or • how long they have been out of public service pensionable employment since retiring from the PDF. Note: Payment of a retired member’s existing Defence Forces pension ceases immediately from the date of re-joining the PDF, for the duration of their reenlistment. Payment will resume on the date immediately following final retirement/discharge date (see FAQ). All persons joining the public service as (post-1/1/2013) new entrants are required to pay appropriate personal pension contributions (PPC) from salary towards their superannuation benefits. As a result, PPC higher pay scales/allowances apply to enlisted personnel joining (or re-joining) the PDF on or after 1 January 2013 as members of the Single Public Service Pension Scheme. Enlisted personnel in the PDF are also insurable for full PRSI and, on that basis, their occupational pensions are integrated with the Social Insurance code. Integration means that entitlement to the range of Social Insurance benefits is taken into account when calculating the amount of occupational pension payable. Under standard public service arrangements, integration of occupational pension with the Social Insurance system begins from the time the occupational pension starts payment. The occupational pension is reduced from the start by a Social Insurance (State Pension Contributory) offset, regardless of whether the person has reached State Pension age. Integration applies to occupational pension benefits and employee pension contributions, but not to retirement lump sum. Modified integration arrangements apply to enlisted personnel under the pre-April 2004 Defence Forces pension schemes2.All public servants must also pay an Additional Superannuation Contribution (ASC) at appropriate rates. (The ASC replaced the ‘Pension-Related Deduction’ with effect from 1 January 2019). In general, all new entrants to the PDF and the public service who join on or after 1 January 2013 are required to be members of the Single Public Service Pension Scheme. For practical purposes, the main exception is where on re-joining the public service on or after 1 January 2013, a person has worked in pensionable (non-Single Scheme) public service employment in the 26 weeks immediately prior to re-joining: they will resume membership of the relevant pre2013 pension scheme – see below. For PDF members, the key provisions of membership of the Single Scheme are as follows: • It is a Public Service defined benefit scheme, based on Career-Average Earnings. • Retirement benefits – pension and lump sum – are based primarily on % of pensionable earnings throughout a person’s public service career as a Single Pension Scheme member. • The ‘vesting period’ for the Single Scheme is 24 months i.e., the minimum period of time that a person must pay into the scheme before becoming eligible for retirement benefits. • For PDF members of the Single Scheme, their compulsory retirement ages or (where applicable) upper service limits are as provided under DFRs pursuant to the Defence Acts 1954-2015. • A minimum pension age of 50 applies. This means that occupational pension and gratuity (lump sum) will not normally be payable immediately on retirement/discharge unless the person serves to age 50 with at least 2 years’ pensionable service in the Single Scheme. • Where leaving the PDF before age 50 and have the vesting period, payment of retirement benefits is normally deferred to the social insurance Contributory State Pension (CSP) age.3 • PDF members pay a 7.5% employee contribution from salary towards their Single Scheme benefits, as well as an Additional Superannuation Contribution (ASC) Occupational pension (but not lump sum) is subject to integration with the Social Insurance system. Different pension scheme terms may apply, where the applicant for re-enlistment: (i) has worked in a pensionable (non-Single Scheme) public service appointment/position in the 26 weeks immediately prior to re-enlistment to the PDF, or (ii) immediately before 1 January 2013 has been in pensionable employment in the Public Service and is currently on a career break or absent on special leave with/without pay. The specific (pre-2013) pension scheme terms and conditions will be determined, and offered to such applicants, on a case-by-case basis in accordance with their prior public service employment history and the relevant pension rules (including the ’40-year cap’ – see below). The provisions of the Single Scheme are fundamentally different to, and completely distinct from, pre-2013 public service pension schemes (i.e. they are mutually exclusive). If a person already holds retirement benefits from previous public service employment under pre-2013 public service pension scheme(s), they cannot transfer (aggregate) or import those benefits to/with the Single Scheme and vice versa. Where an applicant for re-enlistment already has an existing entitlement to pre-2013 public service retirement benefits, those retirement benefits remain to be administered under the provisions of those pre-2013 scheme(s). The aggregation of such previous pre-2013 pensionable service with any subsequent period of ‘pre-2013’ pensionable service following re-enlistment to the PDF, is subject to the overriding ’40-year cap’ applicable under all pre-2013 public service pension schemes. Declarations, pension-accrual, etc.: Under the Public Service Pensions (Single Scheme and Other Provisions) Act 2012, former PDF members who re-enlist will be required to declare: • any prior public service, or • any pre-existing entitlements to a Public Service retirement benefit (whether in payment or preserved), or • existing remuneration from any other Public Service employment, or • any such employment in which they received a payment-in-lieu of pension in respect of such service. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Reserve Defence Forces
The Reserve Defence Forces are now accepting applications for the Army Reserve and the Naval Service Reserve. We are looking for men and women from all backgrounds who enjoy working as part of a team. Applicants must be at least 18 years of age and not more than 39 years of age on date of enlistment. Former members of the PDF or RDF with a minimum of one (1) years' service, can apply to join the RDF up to the age of 45 years of age. (We cannot accept applications from persons under 18 years of age). CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Goods In Operative
We are currently recruiting for a Goods In Operative role on a Permanent Full-Time basis in Value Centre Collooney. Key responsibilities of the role include: · Manage the receipt of all incoming goods, utilising in-house computer system · Stock control duties – Rotation & Stocktakes · Process stock returns, damaged stock and out of date products · Maintaining the area and keeping it clean and tidy · Assisting customers · Ensuring all required paperwork and administration is completed and up to date · Ensuring compliance with all Food Safety, Health & Safety and Security requirements · Other associated duties as requested by your manager Job requirements The successful candidate should have: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Cleaning Operative
Hourly Rate: €13.50 Location: Sligo town Shift pattern : Monday to Friday – 1hr before 8.30am or 1hr after 9.30pm, Saturday 2 hrs – 1hr before 8.30am and 1hr after 9.30pm 7hrs a week. Most live in Sligo town! Drivers license essential due to distance and shift times. About Mitie: Mitie provides a wide range of facilities management (FM) services across Ireland, Europe, and the UK. These are delivered as integrated FM contracts, in bundles or as single services, depending on client requirements. Our service areas include technical services, energy and building services, cleaning, security, front of house and consultancy. We work with a wide range of private and public clients to create great work environments, which resulted in Mitie winning 4 awards in the 2023 Facilities Management Awards, including Total FM Service Provider for the third year in a row. We have also won 3 awards in the Workplace Excellent awards in 2023 – Best in CSR, Manager/Leader of the Year, Excellence in Learning & Development – over 1,000 employees. Mitie have been awarded the IBEC Keep Well Mark in 2021, 2022 and 2023 for our commitment to employee wellbeing and we have also been named in the Top 100 Employers for Wellbeing in Ireland for two years in a row. We are proud of our diverse workforce and like to recognise our people through various reward and recognition schemes, as well as through learning and development. Mitie promotes equality of opportunity in the workplace in compliance with employment legislation. Diversity, equity, and inclusion informs the basis of all employment policies and practices. Our premise is simple: the exceptional, every day. Overview of the Role: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Regional Education Officers
Water Safety Ireland is seeking 3 dedicated and enthusiastic Regional Education Officers to join our education team. As a Regional Education Officer, you will play a pivotal role in delivering our water safety and drowning prevention programmes. Your responsibilities will include conducting educational sessions and workshops in early learning centres, schools, colleges, corporate entities and other various public and private organisations within your designated region and online. Occasionally, you may be required to deliver sessions outside of your region if needed. Additionally, you will be expected to host online sessions as required, ensuring a broad and impactful engagement. Your primary mission will be to ensure that our programmes are effectively delivered, remain relevant, and achieve significant impact, in alignment with Water Safety Ireland’s national goals of reducing drownings and enhancing community safety. You will report directly to the Education Manager, contributing to the overall success of our educational initiatives. Blended: This role is primarily remote with a significant amount of travel involved, including some outside of your designated region, and a requirement to attend meetings in the office for induction and training and work-related matters. Training will be in the office for the first week, and then as required. There are 3 positions available, each based in different regions: Region 1: A Central/Midland’s focus encompassing the counties of Cavan, Monaghan, Longford, Offaly, Laois, Westmeath, Carlow, Kilkenny, Tipperary, and Louth. Region 2: A West/Southwest focus encompassing the counties of Limerick, Kerry, Cork, Waterford, and Wexford. Region 3: A Greater Dublin focus encompassing Dublin, Wicklow, Meath, Kildare. Principal Duties Reporting to the Education Manager, the Regional Education Officer will play a key role in WSI’s education initiatives. This is a full-time fixed term contract appointment. The Regional Education Officer will undertake the following functions: • Assist in developing, coordinating, and delivering WSI Education Programmes, workshops, and camps for schools, colleges, private and public organisations, aquatic facilities, and WSI Water Safety Area Committees and any other stakeholders who may want to avail of our programmes whether in-person or online. • Assist in managing the administration of various programmes. • Assist in developing and managing e-learning courses to ensure accessible water safety training for all. • Respond to education queries professionally and promptly, ensuring all relevant stakeholder replies are included. • Support the upkeep and enhancement of Water Safety Ireland’s data collection systems. • Deliver educational sessions for new members. • Offer follow-up support to educators, pupils, and aquatic facilities to sustain and develop their programmes. • Maintain relationships with a diverse range of stakeholders, such as Water Safety Area Committees (WSAC), Local Authority Water Safety Development Officers, Lifesaving Training Centres, Outdoor Adventure Centres, An Garda Síochána, Scouting Ireland, the National Maritime College, Education Centres, Teacher Education Centres, and other relevant partners. • Support and attend relevant national conferences, exhibitions, and ceremonies. • Present at relevant conferences, exhibitions, and ceremonies if required. • Provide administrative support for educational projects from various WSI commissions. • Assist in promoting Early Years, Primary and Post Primary Water Safety. • Assist in drafting reports and updates for WSI Management, Board, and relevant Councils as required. • Attend training as needed, which may be on-site or at alternate locations, in traditional or online formats, and may occur during normal working hours or evenings or weekends. • Other duties assigned are based on the needs of the organisation. Qualifications and Experience a. Essential Requirements · Strong background coaching/instruction/training. · Strong knowledge/background/passion in water safety. · Excellent interpersonal, communication, and stakeholder management skills. · Strong team player, able to collaborate effectively within a team setting. · Skilled in using Microsoft Office Suite (Word, Excel, Outlook, PowerPoint). · Full clean Irish driving licence. This role involves working with children, so successful Garda vetting is required. b. Desirable Requirements · Capable of delivering high-quality results in a fast-paced, deadline-driven environment, with effective prioritization and escalation. · Water Activity and/or Safety Certification · Skilled in developing and maintaining trusting, proactive relationships with all stakeholder groups. · Proficient in Irish Language · Deeply committed to the vision and values of WSI. Please also refer to the Clerical Officer Competencies in Appendix 1 of this booklet TRAINING WSI will cover the costs for relevant additional training and professional development as considered appropriate by management. Eligibility to compete and certain restrictions on eligibility a. Eligible Candidates must be: i. A citizen of the European Economic Area. The EEA (European Economic Area) consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or ii. A citizen of the United Kingdom (UK); iii. A citizen of Switzerland pursuant to the agreement between the EU (European Union) and Switzerland on the free movement of persons; or iv. A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a stamp 4 visa; or v. A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State because of family reunification and has a stamp 4 visa or vi. 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 Switzerland and has a stamp 4 visa. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland Principal Conditions of Service a. Salary Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. The rate of remuneration may be adjusted from time to time in line with Government pay policy.= PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). CLERICAL OFFICER - PPC Weekly rate of €590.21 €623.23 €631.62 €647.99 €672.15 €696.26 €720.35 €737.91 €757.82 €780.93 €797.18 €820.07 €842.79 €878.27 €906.13¹ €918.93² A different rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance, increments may be payable in line with the current Government Policy. Successful candidates will agree to repay any overpayment of salary, allowances, or expenses in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. b. Annual Leave The annual leave allowance for the position of Clerical Officer is 22 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the Civil or Public Service, is based on a five-day week and is exclusive of the usual public holidays. c. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties, subject to the limits set in the working time regulations. Should additional hours be required, time in lieu procedures will apply. d. Place of Work The Education Officer is a remote role with substantial travel involved. A company vehicle will be provided. Water Safety Ireland’s head office is currently located on the Long Walk, Galway City. The office will be your designated place of work from time to time,to meet the needs of the organisation and the head office itself could relocate during the contract to facilitate business needs. When absent from home and office on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil or Public Service regulations. e. Company Vehicle and Travel As part of our commitment to supporting Regional Education Officers, a company vehicle will be provided for work-related use. This benefit may be subject to Benefit-in-Kind (BIK) taxation unless the general exemption criteria are met. Travel expenses incurred during official duties will be reimbursed in accordance with the Public Service travel and subsistence policy. f. Tenure and Position The position of Clerical Officer – Regional Education Officer is a full-time role being offered initially on a 3-year fixed term. The provisions of the Unfair Dismissals Acts 1977 – 2007 will not apply to the termination of the contract consisting only of the expiry of the fixed term. The first year will serve as a probationary period, during which the appointee’s performance and suitability for the role will be formally assessed. If, during this time, it becomes evident that the role is not a good fit, the contract may be concluded early. Upon successful completion of this probation period, the appointee will continue under the terms of the remaining contract. At the end of the three-year term, and subject to satisfactory performance, the role may be extended or transitioned to one of indefinite duration. The probationary contract will be for a period of 12 months; this is included and not additional to the specified purpose contract. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with regard to sick leave. g. Suspension of Probation WSI may suspend the probationary period and, as a result, extend the term of the probationary contract in the following circumstances: i. the probationary period will be suspended if the officer is on Maternity or Adoptive leave, ii. the probationary period may, at the discretion of the Department, be suspended where the employee is absent on any other form of statutory or non-statutory leave. Where WSI’s ability to assess the officer and/or the officer’s ability to demonstrate their suitability for permanent appointment is compromised by the officer’s absence on leave, the contract period will be extended by the period of leave taken. h. Duties The appointee will be required to perform any duties appropriate to their grade which may be assigned to them. They may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. i. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars. Officers who will be paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Employment Affairs and Social Protection to pay any benefits due under the Social Welfare Acts directly to the employing Department or Organisation. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Employment Affairs and Social Protection within the required time limits. j. Superannuation and Retirement The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the WSI depending on the status of the successful appointee: In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie . Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay, different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. Key provisions attached to membership of the Single Scheme are as follows: (a) Pensionable Age: The minimum age at which pension is currently payable is 66 (this is under review and will rise in line with changes in State Pension age). (b) Retirement Age: Scheme members must retire on reaching the age of 70. (c) Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are uprated each year by reference to CPI). (d) Post retirement pension increases are linked to CPI. (e) An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on their substantive grade i.e., the grade at which the individual is employed in their parent organisation. (f) An individual who was a member of a “preexisting public service pension scheme” as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will have standard public service pension terms reflecting new entrant or nonnew entrant status for the purposes of the Public Service Superannuation (Miscellaneous Provisions) Act 2004. k. Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during their 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 will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however, be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. l. Ill Health Retirement Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill health their pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. Applicants will be required to attend an appointed medical professional to assess their ability to provide regular and effective service taking account of the condition which qualified them for IHR. Appointment post ill health retirement from Civil Service If successful in their application through the competition, the applicant should be aware of the following: If deemed fit to provide regular and effective service and assigned to a post, their civil service ill health pension ceases. If the applicant subsequently fails to complete probation or decides to leave their assigned post, there can be no reversion to the civil service IHR status, nor reinstatement of the civil service IHRpension, that existed prior to the application nor is there an entitlement to same. i. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Appointment post Ill health retirement from public service: ii. Where an individual has retired from a public service body their ill-health pension from that employment may be subject to review in accordance with the rules of ill-health retirement under that scheme. iii. If an applicant is successful, on appointment the applicant will be required to declare whether they are in receipt of a public service pension (ill-health or otherwise) and their public service pension may be subject to abatement. iv. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Please note more detailed information in relation to pension implications for those in receipt of a civil or public service ill-health pension is available upon request.
Graduate Management Trainee
Overview We’re Enterprise Mobility. A family-owned, world-class portfolio of brands that includes household names such as Enterprise Rent-A-Car. With a $35 billion turnover and nearly 90,000 team members across 95 countries, we’ve grown from a pioneering idea over 65-years ago, to the global mobility leader we are today. Join us, and as the TargetJobs Graduate Employer of the Year and a Times Top 100 Graduate Employer, we will offer you the freedom to explore your potential. And to progress forward on your own career path. Ready to make your move? After an initial virtual classroom-based orientation session, you’ll be assigned to a branch office for hands-on business training. Here you will learn valuable business skills from capable mentors who were once in your shoes. That’s because nearly all of our full-time employees started as a graduate in our Management Training Programme, including our current CEO. This allows everyone to learn our business from the ground up and to understand how they play a significant role in seeing it succeed. Our promote-from-within culture ensures that you’ll have a well-rounded training experience and learn skills in management, finance, operations, sales and customer service. As you progress, increasingly more opportunities will become available to you. You can choose, as most people do, to continue your rewarding ascent within our Rental Operations managerial track. Then - in as little as two years from joining as a graduate - you could become a Branch Manager in our retail network, in charge of your own team and your own profits. Or you can explore one of many other exciting options within Enterprise including Human Resources, Accounting, Revenue Management, Sales, Marketing and more. What is certain is that we encourage all of our employees to be the best they can be, and diversity is a priority in all areas of our business. We are recognised as a leader in diversity, equity and inclusion, having been included in prestigious lists such as The Times Top 50 Employers for Gender Equality and Stonewall's Top 100 Employers for LGBTQ+ Inclusion. Enterprise Mobility is also still family-owned – our CEO Chrissy Taylor is the third generation of the Taylor family to run the company. This allows us to look forward even more confidently to the future, providing the stability we need to pursue the long-term good for our business, our employees and our customers, even in these challenging times. Responsibilities As a Graduate Management Trainee, you are empowered to make business decisions that greatly affect your career as well as the bottom line. You’ll gain responsibility for developing new business and maintaining current relationships. You’ll be responsible for understanding cost control, reading your branch’s P&L statement and understanding what it takes to run a profitable business. You will also learn how to deliver exceptional customer service. We will teach you how to effectively communicate, influence, and interact with all types of customers, vendors, and colleagues. You’ll learn proper sales techniques, problem solving strategies and conflict management. Those skills will provide you with the opportunity to market to local business partners and build solid, long lasting relationships with key business decision makers. In your development to become a successful manager at Enterprise, you’ll learn how to mentor, train, develop, manage and promote staff of your own. In turn, we’ll reward your development with pay increases and opportunities for continued promotions. Qualifications CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
SLSC Health Care Assistant
Location of Posts Older Person Services are based in a number of locations across Sligo & Leitrim; these are listed below. If you apply and are successful at interview you will be placed on the panel. Once you are on the panel, you will be informed about all Health Care Assistant (HCA) posts within Older Persons Services in Sligo Leitrim. As each individual job arises, we will contact all HCA’s on the panel by sending an email. The email tells you about an individual job at a particular site, details include: location, start date, the service itself, the caseload, the team and the contact details of a Nurse Manager at that site with whom you can talk if you want to find out more. If you are not interested, you can simply ignore it until you see a job that is of interest to you. Details of Service Older Person Services are expanding in order to meet the needs of our aging population and offer rewarding career opportunities than you may be aware of. We are committed to providing progressive high standards of care to clients with a wide range of simple to complex palliative, acute or long term care needs. In addition to our Older Person clients, many of our facilities also provide care to younger people living with chronic conditions. These services allow extensive opportunities to fully engage in the delivery of holistic quality care, working with many other health care professionals such as Nurses, GP’s, Occupational Therapists, Physiotherapists, Speech and Language Therapists and Dieticians to ensure the best outcomes for service users and residents. Informal Contact Nuala Gallagher A/ Service Manager Older persons Services Sligo / Leitrim Smops.sl@hse.ie Reporting Relationship The Health Care Assistant will report to and work under the supervision and direction of the Clinical Nurse Manager or designated Officer within each unit who, in turn, reports to to the Person in Charge. Purpose of the Post In the context of the person-centred philosophy of the Community Nursing Unit and the developing Primary Care Teams & Health & Social Networks, the post holder will support clients / residents to continue to exercise independence and autonomy in leading a full life no matter what their level of dependency. In conjunction with the multi-displinary team, and under the supervision and direction of Nursing or other Professional Staff, the Health Care Assistant will assist with the delivery and provision of health & social care for clients / residents. This will include all activities of daily living in line with the needs and wishes of the individual and, as outlined, in an agreed care plan.
Stores Person
YOUR CORE BENEFITS About the Company: The Kingsbridge Healthcare Group was founded in 2004 by Medical Directors, Dr Suresh Tharma and Mr Ashok Songra. Their vision was to create world class healthcare by putting patients at the forefront of everything they did, this was to become the company’s mission. From the original premises at 352 Lisburn Road (where the name 3fivetwo Healthcare was taken), the Company has expanded and has since undergone a rebrand. The 3fivetwo Group is now known as the Kingsbridge Healthcare Group and consists of the following: Kingsbridge Private Hospital Group (Belfast, Sligo, North West) Kingsbridge Diagnostic and Treatment Centre - Kings Hall. Kingsbridge Training Academy Kingsbridge Opticians and Hearing Care 3fivetwo Healthcare Our partner companies consist of H3 Health Insurance and Cransford Insurance. At Kingsbridge Healthcare Group, we are on the lookout for talented, innovative and ambitious individuals to join our team. Our people are at the core of everything we do and are all equally committed into achieving the Company’s mission of becoming a world-class provider of healthcare solutions. Our aim is to be the preferred choice for both patients and healthcare professionals
