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TEAM LEADER (Newry & Downpatrick) Could you lead a team of Support Workers who help young people to build the skills and confidence to maintain their own homes? MACS Supported Housing Service supports young people leaving care who are aged between 16 and 21. Team Leaders will work in conjunction with the Manager to lead and manage a Support Staff Team and to maintain and develop the Supported Housing Service. If you could lead a team who assist young people to build the skills and confidence to maintain their own homes and promote the protection and safeguarding of young people living at MACS, please see attached Job Description and Person specification for essential skills and knowledge required for the post and click apply to submit your CV. See attached Recruitment Guidance notes and Why Work for MACS with more information, or email hr@macsni.org if you have any further queries. CV’s submitted must demonstrate how you meet the essential criteria required for the post. Essential Shortlisting Criteria 3 years’ experience of working with young people in supported housing or similar environment OR Degree in Social Work, Youth and Community Work or similar AND 2 years’ experience of working with young people in supported housing or similar environment. Demonstrate the ability to manage and develop a team. A full, current driving license with access to a car, insured for business use is required to meet the requirements of the post in full. Posts Available : Full Time, Permanent Post (Newry) Full Time, Permanent Post (Downpatrick) Salary: £28,770 per annum Benefits: MACS Pension contribution of 4% of salary; up to 41 days annual leave (including bank holidays); enhanced paid leave for Sick, Maternity and Carers leave; paid training days per year; Flexible and remote working options available. Closing Date: Monday 17th November 2025 at 9:30am MACS is committed to equality of opportunity and to selection on merit and all offers of employment are subject to an Access NI Disclosure Check.
Youth Housing Worker
YOUTH HOUSING WORKER (NIGHTS) Are you passionate about helping young people and could you support them as they transition into adulthood and learn to live by themselves? MACS provides 24/7 supported housing for young people aged between 16 and 21, who are leaving care, or who may be homeless. Young people can live with us for up to 2 years before moving into the community. Youth Housing Workers provide an accessible point of contact at night and weekends to promote the protection and safeguarding of young people living at MACS and help them to build skills and confidence to maintain their own homes. To apply you will need: 6 months’ experience (paid or voluntary) of supporting people in a caring role If this sounds like you, we’d love to hear from you! Join a supportive team where you can make a real difference in young people’s lives. please see attached Job Description and Person specification for essential skills and knowledge required for the post and click apply to submit your CV. See attached Recruitment Guidance notes and Why Work for MACS with more information, or email hr@macsni.org if you have any further queries. CV’s submitted must demonstrate how you meet the essential criteria required for the post. Posts Available: Belfast - Full Time, Permanent Lisburn – Full Time, Permanent Downpatrick – Full Time, Permanent PLEASE NOTE: These roles are predominantly Waking Night shifts. Salary: £23,715 per annum Benefits: MACS Pension contribution of 4% of salary; up to 24 shifts annual leave; enhanced paid leave for Sick, Maternity and Carers leave; paid training days per year; Flexible and remote working options available. Closing Date: Thursday 27th November 2025 at 9:30am We are currently recruiting for multiple roles across various locations. Applications will be reviewed on a rolling basis as they are received. We strongly encourage early applications, as the advert may close once positions in each location have been successfully filled. MACS is committed to equality of opportunity and to selection on merit and all offers of employment are subject to an Access NI Disclosure Check.
Senior Process Engineer
Job Overview The Manufacturing, Science and Technology function is responsible for leading cross functional teams in identifying the root cause of out of specification results, investigating and resolving production issues to ensure product quality and process reliability, monitoring of process data to identify trends, execute process improvements to increase manufacturing efficiency and working in partnership with R&D to transfer and scale up new products into commercial manufacturing. The Senior Process Engineer role will involve working with key manufacturing principles such as continuous process improvement, problem solving, product responsibility as well as new product introduction (NPI). Monitor all process parameters impacting product quality in responsible suites. Work alongside R&D and Process Validations to identify Critical Process Parameters and develop trending of Critical Process Parameters for commercial manufacturing. Work in a continuous improvement capacity, always striving to better and standardise the process in the most effective way possible. You will be responsible for leading OOS investigations, determining root cause and implementing Corrective Actions to prevent reoccurrence. The role will require effective communication with internal and external stakeholders, manufacturing teams, quality teams, engineering teams, R&D and customers. Main Activities/Tasks Contact: recruitment@norbrook.co.uk Norbrook Laboratories Limited employs a workforce with members of all sections of the community and is committed to appointing people purely on the basis of merit. In accordance with our equal opportunities policy, we would particularly like to welcome applicants from the Protestant Community.
Joinery Tutor
Joinery Tutor Belfast Permanent - 35 hours per week Competitive Salary Job Purpose To be responsible for the delivery and assessment of Joinery qualifications in accordance with standards laid down by the Awarding Organisation. To be responsible for ensuring each Programme participant has the opportunity to achieve accreditation in their vocational area which is necessary to progress in training and work. Principle Duties Application: For more information, or a full job description/person specification, please contact Niamh Diamond on niamh.diamond@bryson.org The closing date for the receipt of completed applications: Sunday 30th November 5pm
Digital Skills Tutor, ICT
Digital Skills Tutor- ICT Belfast Permanent - 35 hours per week Competitive Salary Job Purpose To be responsible for the delivery and assessment of qualifications in Essential Skills Training ICT/Digital Skills in accordance with standards laid down by the Awarding Organisation. To be responsible for ensuring each Programme participant has the opportunity to achieve accreditation in which is necessary to progress in training and work. Principle Duties Application: For more information, or a full job description/person specification, please contact Niamh Diamond on niamh.diamond@bryson.org The closing date for the receipt of completed applications: Sunday 30th November 5pm
Communications Officer
Salary Scale: P01 – NJC scale 29-32 (£39,862 - £42,839) Job Summary: As Communications Officer for the Building Resilient Institutions for Development, Governance & Engagement (BRIDGE) project the postholder will be responsible for all Communications activity relating to the project, key elements include public and stakeholder engagement, public relations, media relations and event management. The postholder will play a crucial role in developing and coordinating communication activities to achieve the programmes’ objectives and to ensure that all communications requirement of the PEACEPLUS Programme are adhered to: • To raise awareness among local elected members, public officials, and community stakeholders about the BRIDGE project’s goals, objectives, and partner roles. • To keep stakeholders informed through regular updates on project progress, milestones, and outcomes via newsletters, online platforms, and public briefings. • To encourage participation from local East Border Region Ltds, community organisations, businesses, and disadvantaged groups, ensuring inclusive engagement in training and collaboration activities. • To highlight the benefits of the project, including improved governance, leadership capacity, and enhanced service delivery, and showcase success stories to inspire further participation. • To acknowledge PEACEPLUS funding and its role in enabling the project’s achievements. • To contribute to maintaining effective internal communications to support the Project Steering Group throughout the project lifecycle. BRIDGE Project Background The Building Resilient Institutions for Development, Governance and Engagement (BRIDGE) project is a cross-border initiative that aims to strengthen governance, leadership, and institutional capacity in the border counties of Northern Ireland and Ireland. Led by East Border Region (EBR) and supported by the Irish Central Border Area Network (ICBAN), the partners will engage with 12 local authorities and involve 775 participants, including locally elected members and local government officials over 3 years. Key project activity: Leadership & Skills Development. • To provide a strategic leadership and decision-making training programme for 100 participants. • Collaborative governance and ethical leadership training for 80 participants. • Financial management and budgeting training for 60 participants. • A cross-border governance and policy alignment programme for 75 participants. • Cross-border working groups in tourism, economic development and regeneration and environment with 90 participants. • Training in marketing, communication, and public engagement for 50 participants. • Digital media and public messaging training for 40 participants. Collaboration & Institutional Networks. • Border corridor and functional area networking for 60 participants. • Cross-border knowledge exchange and institutional collaboration programme for 80 participants. • European Knowledge Exchange Symposium, engaging 60 participants. • To produce a consensus-based decision-making framework with the involvement of 80 participants. Main Duties and Responsibilities • Developing and implementing a robust Communications Strategy for the BRIDGE project. • To create marketing and promotional materials through various means including; press releases, websites, social media (Facebook, X, LinkedIn, YouTube, TikTok), blogs, brochures. • To manage and update all communications channels, both online and offline to enhance the profile of the BRIDGE Project. • To co-ordinate a range of communications activities throughout the project lifetime to generate regular news and social media content and sustain a high profile for the project in the public domain. • To assist in the planning and co-ordination of the Project Launch event, Project closure event, and any publicity events to mark key milestones throughout the project lifetime. • To ensure that all Communications and Publicity is in accordance with PEACEPLUS Guidance. • To deliver presentations, reports and updates to EBR and SEUPB as required. • To collate available feedback from delivery agents and practitioners to evaluate training and events. • To advertise and promote the training and events, highlighting their value and outcomes. • To raise awareness among local elected members, public officials, and community stakeholders about the BRIDGE project’s goals, objectives, and partner roles. • To keep stakeholders informed through regular updates on project progress, milestones, and outcomes via newsletters, online platforms, and public briefings. • To encourage participation across the project area, community organisations, businesses, and disadvantaged groups, ensuring inclusive engagement in training and collaboration activities. • To highlight the benefits of the project, including improved governance, leadership capacity, and enhanced service delivery, and showcase success stories to inspire further participation. • To be ready to implement crisis communications plan if needed to protect reputation. • To liaise with external service providers for e.g. Communication, Marketing and Website developers. 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. Educational and Professional Qualifications Essential • 3rd level qualification in Communications, Marketing, Public Relations, or related field. Previous Experience / Training Essential • At least 1 year experience of below; • developing and executing communications strategies. • Excellent written and verbal communication skills for multiple audiences. • Familiarity with digital communication tools and platforms. • Proficiency in Microsoft Office packages (Word, Excel, Powerpoint, Outlook). • Ability to prioritise tasks and meet deadlines. • Ability to work collaboratively within and across projects. Other Essential • Willing and able to travel within NI, the border counties and occasionally further if required. • Willing and able to work occasional extended hours if required (within East Border Region’s time off in lieu policies). • Hold a full current driving licence and access to transport, or access to transport to meet the requirements of the post. Salary Scales • Communications Officer: Scale PO1, NJC spinal point 29 - 32, £39,862 - £42,839 (plus 19% employer pension contribution). Terms and Conditions Pay Pay frequency is monthly by BACS (Bank Automated Clearing System) in arrears on the third last banking day of the month. Flexi Scheme This post is not eligible to participate in a Flexi Scheme. Annual Leave 23 days a year plus statutory bank holidays. Notice (i) Giving notice: you are required to give written notice to terminate your employment. Subject to (Probationary Period), the minimum period of notice you must give the East Border Region Ltd to terminate your employment shall be 1 month.
Finance/admin Officer
Main Purpose of Post/Job Summary: To provide financial and administrative support to the East Border Region Ltd PEACEPLUS Projects including claims and preparation of reports. Duties and Responsibilities: 1. Co-ordination and implementation of financial and general administration duties associated with the PEACEPLUS funded projects. 2. Assisting with the administration of the financial claims and reporting requirements of PEACEPLUS on behalf of the East Border Region Ltd. 3. Maintain a monitoring system for all financial and general administrative procedures. 4. Liaise with Lead Partners and Project Partners in the preparation of PEACEPLUS online claims system to ensure compliance with conditions agreed in Letter of Offer and under SEUPB regulations. 5. Liaise with the Lead Partners, Project Partners to ensure claims are accurately and appropriately submitted online to the Financial Controller for efficient drawdown of funds. 6. Organise and service meetings, to include minute taking, action recommendations as required and disseminate information to all relevant parties. 7. Deal appropriately with enquiries regarding PEACEPLUS funded Projects and liaise with other Officers as necessary.
Assistant Director, Trade
WHO WE ARE? We are a unique all island economic development agency with over 25 years’ experience of supporting thousands of SMEs. We have a deep and practical understanding of how to help businesses address challenges and to collaborate to take advantage of new growth opportunities across the island. Our work is underpinned by evidence based strategic research that provides foresight and insight to inform policy development and delivery in shared priority areas of competitiveness, innovation, trade, entrepreneurship and sustainable SME growth. WHAT WE ARE LOOKING FOR? We are seeking to appoint an Assistant Director – Trade to support the Director of Trade in leading and delivering our programmes and initiatives that strengthen cross-border trade and business growth. KEY DUTIES AND RESPONSIBILITIES: This is a high-impact position that combines strategic input with direct line management of programme managers, ensuring the cohesive design, delivery, and management of strategically important and impactful Trade programmes that deliver measurable benefits for InterTradeIreland and the businesses and stakeholders we engage with. The Assistant Director will play a key role in translating our evolving Trade strategy into impactful delivery for SMEs across the island, helping to drive increased cross-border trade and competitiveness. The post-holder will also deputise for the Director of Trade as required and work closely with the Senior Leadership Team to inform and implement wider organisational strategy. As a senior member of staff, the Assistant Director will also lead on business development within the trade portfolio and ensure that InterTradeIreland is strategically positioned within the wider economic support ecosystem across the island through significant external stakeholder engagement. Further expectations of this exciting role are detailed in the Job description. WHAT’S IN IT FOR YOU? We have big ambitions, and we want you to help shape our future. Join our team and support the growth of economic development on the island of Ireland. In return for your contribution, you will be rewarded with: Further criteria for this role are detailed in the Job description. If you think you can demonstrate these skills, then select Apply Now. Closing date for applications is Wednesday 26th November 2025 @ 12.00 Noon.
Temporary Clerical Officer
Introduction The Civil Service is at the heart of Irish society. Everything we do impacts our country, and most importantly, our people. We are a robust and trusted institution, which has served the people of Ireland since the foundation of the State. The Civil Service has played, and continues to play, a critical role in supporting the whole of Government response to the needs of the nation. While the challenges which face the Civil Service today are different to those faced at the foundation of the State, our core values remain the same. The Irish Civil Service is a large complex organisation employing nearly 42,000 people in over 40 Government Departments and Offices with a diverse set of responsibilities to support the Government by developing policy options and legislation to address major national issues, coordinating the broader public service, helping to manage the economy and delivering services to the public. Civil Service Renewal 2030 is an ambitious 10-year strategy of reform for the Civil Service. It is aligned to Better Public Services, the Public Service Transformation Strategy which aims to deliver for the public and build trust. The Civil Service Renewal Strategy will be implemented through a series of 3-year action plans that will detail the precise goals and initiatives which will progress each of our strategic priorities to ensure a diverse and high performing Civil Service that is more inclusive, engaged, agile and ready to meet current and future challenges. By implementing these plans and demonstrating an enduring commitment to public service values, the Civil Service can create a more diverse yet unified, professional, responsive, open and accountable organisation that inspires trust and confidence in Ireland and internationally. Civil Service bodies may, from time to time, require staff to fill Temporary Clerical Officer vacancies in various locations throughout the country. publicjobs is the centralised independent recruitment provider for the Civil and Public Service and will conduct the selection process for this competition. publicjobs will establish a panel of suitably qualified individuals to fill vacancies, which may arise in the Civil Service. The Civil Service can offer suitable candidates a very satisfying and varied career, with competitive terms and conditions. All civil service employers are committed to championing an inclusive and diverse workforce that reflects modern Ireland and the people we serve. We strive to create a culture where all staff have equal access to opportunity and feel comfortable and confident to be themselves at work. The Role The duties of Temporary Clerical Officers (TCOs) may vary depending on the nature of work carried out by the employing department\organisation. This involves such clerical and administrative tasks which may be assigned to the employee from time to time. The following outlines the type of work that you may be required to undertake, if appointed. • Communicating and dealing with the public/customers e.g. responding to queries and providing information face-to-face, by telephone and\or via email; • Using Information Technology on a daily basis, e.g. MS Office applications (including Word and Excel), database, email and internet; • Supporting line-managers and colleagues, and working as part of a team in delivering services; • Providing the highest quality standards in customer service; • Approaching work in a careful and methodical manner, displaying accuracy at all times, even when conducting routine/repetitive work. • Maintaining high quality records in a thorough and organised manner; • Checking all work thoroughly to ensure it is completed to a high standard; • General clerical work e.g. carrying out routine accounts work, filing, photocopying, answering/making telephone calls, dealing with emails, reception desk duties, etc. under the supervision of a designated manager; • Any other duties deemed appropriate. Please note, the above is not an exhaustive list. Specific duties may vary depending on the role within the employing Department/Office. IMPORTANT: Please see Appendix 1 for more information on the Capability Framework and preparation guidelines. In certain instances, positions may arise where specialist skills or experience is required. Suitable candidates may be selected for the purpose of filling such vacancies. Vacancies Applicants who are successful in this competition will be placed on a panel, in an order of merit. Vacancies which may arise for Temporary Clerical Officers may be filled from this panel. Such vacancies may exist in one of many Government Departments/Offices, or in an ‘agency’ of a Government Department. Please note, this also includes Garda Civilian positions in An Garda Síochána. It is not envisaged that appointments will be made from this competition after 31st October 2026. ESSENTIAL ENTRY REQUIREMENTS Candidates must by the closing date of 13th November 2025: (a) have previous relevant work experience, preferably in a customer service office environment; (b) have appropriate level and experience of relevant ICT Skills, e.g. proficiency in MS Office applications (Word, Excel), email and internet; (c) have relevant knowledge and skills to undertake the duties of the position, including the ability to: • take direction / follow instructions; • organise and prioritise work effectively; • work well with the public and colleagues; • make good judgements and decisions considering the available information and following the relevant procedures or protocol • communicate in a clear, helpful and appropriate manner verbally, digitally, and in writing • take ownership and responsibility over work, become self-sufficient in their area of responsibility • be flexible, agile and resilient in the face of challenges or changing demands; maintain a ‘can-do’ attitude and seek support as necessary (d) be at least 16 years of age on or before the closing date of 13th November 2025; (e) fulfil Citizenship, Health & Character, Garda Vetting & Security Clearance and Reference Check requirements (CLICK HERE for further information); (f) ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes (CLICK HERE for further information) and should demonstrate the skills and capabilities under the three main Capability Dimensions identified for this role: • Evidence Informed Delivery • Communicating and Collaborating • Building Future Readiness It is important that candidates list their previous civil or public service employment, if they have availed of a voluntary redundancy or retirement scheme and/or are in receipt of an ill-health retirement pension. Failure to do so could lead to disciplinary action. As an Employer of Choice the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. PRINCIPAL CONDITIONS OF SERVICE General (Please note the terms shown below relate to the Temporary Clerical Officer role in the civil service and the terms, including the rate of pay, may vary depending on the organisation/agency to which you may be assigned. These are intended as indicative only. Contracts of employment will be available at time of assignment.) The appointment is to a temporary post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Pay The salary for this position, weekly rate effective from 1st August 2025, is: €596.11 per week The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). Candidates should note that salary will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. Upon appointment, you will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure Assignments will be to a temporary position. The duration and period of a temporary contract will vary from post to post. There is no entitlement to a permanent position. Notwithstanding the above paragraph on tenure, we retain the right to consider holding a confined Selection Process for permanent appointment to certain positions within the Civil Service in certain limited circumstances. Any such process will be held in compliance with the Commission for Public Service Appointments (CPSA) Code of Practice. Headquarters Headquarters will be such as may be designated from time to time by the Head of the Department/organisation. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours 15 minutes gross per week or 35 hours net per week. Where extra attendance is necessary, overtime payments, or time off in lieu, will be allowed in accordance with the Civil Service overtime regulations. Annual Leave The annual leave for this position is determined by the number of hours worked. Further Principal Conditions of Service for this role can be found here. Important Notice The foregoing represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the probationary contract to be agreed with the successful candidate. Location Choices At application stage you may select a maximum of one location choice, listed below, where you would be prepared to work if offered an appointment: Carlow Cavan Clare Cork Donegal Dublin Galway Kerry Kildare Kilkenny Laois Leitrim Limerick Longford Louth Mayo Meath Monaghan Offaly Roscommon Sligo Tipperary Waterford Westmeath Wexford Wicklow You should only select a location choice where you would be prepared to work if offered an appointment. Candidates should review their location choice before submitting their application. Changes to your location choice will not be permitted after your application has been submitted. Vacancies for which you may be considered will extend only to a city/town in your chosen county. Candidates should be aware that vacancies may not arise in all of the above locations while this panel is active. Once a candidate has been assigned, they are removed from the panel. In addition to this, at application stage candidates are requested to select areas within their chosen county (if applicable) where they would be willing to take up a position. Please note: • There is no limit to the number of locations a candidate may select within their chosen county (if applicable). • Vacancies may not arise in all your chosen locations. • Vacancies arise with more frequency in cities and larger towns. • Candidates will not be provided with an opportunity to amend their choices once submitted. • There is no automatic entitlement to Hybrid/Blended working. Local working arrangements will be determined by business needs. In light of this, please only select locations where you would be willing to take up duty. Candidates who wish to be considered for positions which may arise (in accordance with their availability preference outlined on the application form), must be available for the full duration of the contract offered. Holidays/Events are not taken into consideration. Candidates who indicate that they are available from ‘April to September’ or ‘All Year’ should be available for the entirety of that period. Please note, it is unlikely that candidates who select “April to September” will be invited to interview after 30th June 2026. Next Steps Should you come under consideration to proceed to subsequent stages of the selection process, information will be forwarded to you at the appropriate time. Shortlisting Normally the number of applications received exceeds the numbers required to fill existing and future vacancies. While you may meet the eligibility requirements of the competition, if the numbers applying for the positions are such that it would not be practical to interview everyone, publicjobs may decide that a number only will be called to interview. In this respect, publicjobs provide for the employment of a shortlisting process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable, or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. During any shortlisting exercise that may be employed, publicjobs are guided by an assessment board(s) who examine the application forms and assess them against pre-determined criteria based on the requirements of the position. It is therefore in your own interests to provide a detailed and accurate account of your qualifications/experience on the application form. General Information The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that publicjobs is satisfied that such a person fulfils the requirements. Prior to recommending any candidate for appointment to this position publicjobs will make all such enquiries that are deemed necessary e.g. health, character, employer references, security checks (including international checks), or any other enquiries as are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Security Clearance You will be required to complete and return a Garda eVetting form should you come under consideration for appointment. This form will be forwarded to An Garda Síochána to initiate security checks on all Irish and Northern Irish addresses at which you resided. However, should your application for the competition be unsuccessful this form will be destroyed by publicjobs. If you subsequently come under consideration for another position, you may therefore be required to complete a further Garda Vetting Form. Reschedule Requests Reschedule requests will only be considered under exceptional circumstances as deemed acceptable by publicjobs (e.g. Bereavement/Illness). Please note that publicjobs may request supporting documentation as evidence. Candidates who are rescheduled will be scored with their rescheduled batch and will not be reinserted into their original batch. Specific candidate criteria In addition to fulfilling the eligibility criteria set out, candidates must: • Have the knowledge and ability to discharge the duties of the post concerned; • Be suitable on the grounds of health and character; • Be suitable in all other relevant respects for appointment to the post concerned. If successful, they will not be appointed to the post unless they: • Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed; • Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Non-Refund of Expenses Any expenses incurred by candidates whilst undertaking or attending any elements of the selection process will not be refunded. Appointments from panels At the end of the selection process a panel(s) of qualified candidates is formed from which vacancies may be filled. A panel is a list of qualified candidates ranked in order of merit from the final stage of the selection process. Should a vacancy arise and their place reached, candidates undergo the final stage of the selection process. It is not envisaged that appointments will be made from this competition after 31st October 2026. Prior to recommending any candidate for appointment to this position publicjobs or employing organisation will make all such enquiries that are deemed necessary e.g. employer references, to determine the suitability of that candidate. Until all stages of the selection process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Qualification and placement on a panel is not a guarantee of appointment to a position. Please note that once an offer of appointment has been accepted a candidate may no longer remain on the panel. Deferrals from Panels Candidates should be aware that in most cases vacancies are for immediate positions. Candidates who meet the essential eligibility requirements, when reached on the panel, must undergo the clearance process. Deferrals will not be considered except in the most exceptional extenuating circumstances which will be considered at the discretion of publicjobs on a case-by-case basis. Please note that publicjobs may request supporting documentation as evidence. Employment start dates are arranged at the discretion of the employing department or organisation and candidates will be required to take up duty within a reasonable timeframe once assigned to a position. Deeming of candidature to be withdrawn Candidates who do not complete and submit the Online Assessments before the specified date; or do not attend/undertake any subsequent stage of the selection process as requested, attend for interview or other test when and where required by publicjobs or who do not, when requested, furnish such evidence as publicjobs require in regard to any matter relevant to their candidature, will have no further claim to consideration.
Community Organiser
Community Organiser (PEACE PLUS) Ards and North Down Borough Council, Lisburn and Castlereagh City Council, and parts of Belfast Fixed term 35 months Full-Time (37 Hours) Salary Scale: £33,558 - £37,334 Job Reference: COPP/9411/1025 Choice is seeking to appoint a Community Organiser, this person will fully participate in and contribute to the Common Ground project towards supporting stronger, safer and more stable communities through the promotion of understanding, mutual respect and community participation. Essential criteria: If you have any disability which prevents you from completing the online application form, please contact me to discuss what further assistance you require. Please see attached job description and person specification for full details. Completed application forms should be returned by 5pm Thursday 13th November 2025 on If you have not been contacted further in writing on or before Thursday 11th December 2025 you will not have been short-listed for interview. If shortlisted you will be sent an email inviting you for interview, please check the email address you have provided on the application and also your junk mail folder
