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Building a sustainable tomorrow We are looking for an experienced Administrator to join our Pre-Construction team in Kill, Co. Kildare. This is a permanent, full-time position with some hybrid working options. Your mission What’s in it for you? Opportunities! Opportunities to work with a great team on some of Irelands largest and most exciting construction and civil engineering projects. Opportunity to develop your skills to the highest industry standards while earning competitive salaries. BAM are committed to its employees and offer strong competitive salaries along with benefits such as; 8% pension contribution, health care program, Learning and Development opportunities, further education, company vehicles (depending on the role), opportunities to travel, bike to work scheme, company laptop, company phone, flexible working arrangements and many more. Your work environment People are at the heart of what we do at BAM. We recognise that creating a diverse and inclusive environment that nurtures our employees and encourages them to bring their best and whole self to work is crucial. We’re on an exciting journey to get us there by recruiting the very best talent to join us regardless of race, colour, religion, national or ethnic origin, sexual orientation, gender identity or expression, age, disability or other characteristics. Be you! Join us today, so we can achieve amazing things together and build a sustainable tomorrow. Who are we? The art of building is about building for communities; it’s about building for life. Where others stop, we go further, leading the way towards a sustainable tomorrow for us and future generations. As an industry leader, we raise the bar. Our values: sustainable, inclusive, collaborative, reliable and ownership, enable us to achieve our ambitions. Today, tomorrow and every day. Our recruitment process, what you need to know? BAM is committed to ensuring a fully inclusive recruitment and onboarding process, so if at any time you feel we need to do something to make it more accessible to you, do not hesitate to let us know.
Day Service Opportunities Officer
Purpose of the Post The Day Opportunities Officer and Day Opportunities Team provides people with disabilities with the appropriate guidance, support and direction concerning HSE funded adult day services and other options which will enable each person to make an informed decision regarding their service requirements. The Day Opportunities Officer will meet with individuals referred to the service and explore their needs, wishes and expectations. Having a detailed knowledge of HSE funded Adult Day Services the Day Opportunities Officer will advise on options available and support the individual to make informed choices. If a suitable placement is agreed the Day Opportunities Officer will approve and complete the necessary steps required to secure the placement and ensure a smooth transition for the service participant. Identification of gaps and working with the team to develop new and innovative service responses is also a key function of the post. This includes cross service and cross agency working to ensure the key principles of community inclusion, person centredness and delivery of high quality services is adhered to. The Day Opportunities Officer role will also involve the completion of various resource allocation tools and other process required to secure and validate funding. This post also requires working with Day Service providers to ensure that they are providing services which meet the ongoing and changing needs of people referred and also to ensure that they are providing a high quality value for money service within their allocated budgets. Principal Duties and Responsibilities The Day Service Opportunities Officer (Grade VII) will: Campaign Specific Selection Process Ranking/Shortlisting/Interview A ranking and or shortlisting exercise may be carried out on the basis of information supplied in your application form. The criteria for ranking and or shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation. Code of Practice The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Additional information on the HSE’s review process is available in the document posted with each vacancy entitled “Code of Practice, Information for Candidates”. Codes of practice are published by the CPSA and are available on www.hse.ie/eng/staff/jobs in the document posted with each vacancy entitled “Code of Practice, Information for Candidates” or on www.cpsa.ie. Remuneration The salary scales for this post are: (01/06/2024) €57,677 €59,085 €60,732 €62,384 €64,042 €65,522 €67,030 €68,497 €69,954 €72,461 €74,978 LSIs
Court Technology Implementation and Adoption - Executive Officer
1. Operating Environment A long-term strategic vision for the future of the Courts Service has been developed. This vision maps out our future as a modern Courts Service, digitally transformed in a user centric way to meet the needs of court users optimally. This ambitious modernisation agenda sets the context in which the Junior/Graduate IT Project Support role will build, manage, and support innovative digital services over the coming years. 2. THE ROLE Courts Service is recruiting for an Executive Officer role to assist in planning, implementing, and working towards completion of IT projects throughout the organisation but focused on Courtroom Technology. You must be able to work with across the digital landscape including, Microsoft O365, Unified Communications, Cloud Operations and Audio-Visual services to coordinate timelines, and deliverables for multiple projects simultaneously. The role is both technical and business facing and will take a leading role in our Adoption & Fluency strategy delivery – encompassing the proper training, usage and awareness and adoption of courtroom technologies The candidate must demonstrate appropriate technical skills and expertise whilst also being capable of delivering projects and working closely with users on education and awareness initiatives. The role contributes to a team driving digital transformation through the implementation of digital services that meet the Courts Service business needs and strategic goals. 3. Key Responsibilities & DELIVERABLES Infrastructure Expertise and Leadership · Assist the development of high level and detailed schedules for project implementation. · Assist in the definition of resource requirements and work with functional leads to coordinate resources for project completion and delivery. · Work closely with IT teams, business stakeholders, and end users to understand their needs, identify gaps, and promote best practices. · Assist in the creation, delivery, operation, and support of enterprise grade infrastructure, cyber security and digital services using a broad range of technologies both on-premises and cloud. · Effectively work within projects and supporting resources, while fostering a co-creation ethos. · Collaborate with IT teams, business stakeholders, and end users to foster a culture of innovation and continuous learning within the organisation. · Use of user-centric, co-creation, and agile methodology to support continuous integration and continuous delivery of solutions. · Support legacy solutions and contribute to their migration to modern tooling and services, including public cloud. · Produce high quality digital solutions by adopting appropriate quality assurance processes. · Proactively contribute to the opportunities that IT can bring to the business, bringing a knowledge of the art of the possible to how processes can be digitally transformed. Stakeholder Engagement · Proactively engage with a wide variety of stakeholders, from ICT infrastructure, cyber security, and applications teams to wider operational staff and judiciary to develop and maintain a technical environment that secure, highly available and fit for purpose. · Assist in the setup and participate in working groups, workshops and other fora as required to advance the digital agenda and support the ongoing evolution of organisation’s digital services. · Engage at all levels throughout the organisation, both remote and face to face to further foster and encourage a culture of continuous learning and improvement. Procurement · Support the team’s activity by participating in procurement initiatives to source products and services required. · Provide technical input into procurement initiatives being run by other teams across the organisation. Vendors · Actively assist in the management of vendors and contractors, ensuring that they adhere to the principles of the organisation, and carry out their tasks in a manner that is compatible with the policies and procedures of the organisation. · Actively monitor the performance of vendors, value for money and advise the Infrastructure Lead if corrective actions are required. Budget · Provide assistance to the Budget Lead in the tracking of team spend against budget in line with organisational procedures. Team · Actively seek new knowledge in the technical domain and seek out an understanding of the business of the Courts Service. · Lead by example by demonstrating a commitment to public service values. Note, the above is intended as a guide and is neither definitive nor restrictive. 4. QUALIFICATIONS & EXPERIENCE Applicants should have at least 2 years IT experience for this role. Skills and Experience Required · Excellent communication and presentation skills, both written and verbal, with the ability to tailor messages to different audiences and levels. · Strong analytical and problem-solving skills, with the ability to use data and feedback to drive decision making and improvement. · Experience with creating and delivering communication and training materials using various tools and platforms. · Create and deliver engaging and effective communication and training materials, such as newsletters, webinars, videos, guides, or FAQs, to educate and inform users about IT solutions and benefits. · Knowledge of IT trends and best practices, and the ability to translate technical concepts into user-friendly language. · A customer-centric and collaborative mindset, with the ability to build and maintain positive relationships with internal and external partners. · Collaborate with IT teams, business stakeholders, and end users to foster a culture of innovation and continuous learning within the organisation. · Experience in participating in technical and multi-functional projects within an ICT environment. · Experience of ICT service delivery and a commitment to customer service within an industry standard service delivery framework, e.g., ITIL. · Proven track record in managing contracts and relationships with external suppliers · Proven track record of initiative, and a proactive approach to the delivery of ICT solutions · Ability to take on complex problems or situations and take a solution focused and creative approach to dealing with them · Effective teamwork and direction, and excellent motivational skills · Ability to collaborate with other IT functions groups (Service Delivery, Infrastructure Support, Applications, Cyber Security, etc.) in the plan, design, test activities as needed, for projects and initiatives The following skills and experience are desirable. · Knowledge of ITIL Service Management processes · Interpersonal, communication and negotiation skills · Analytical and Decision-making skills · Drive and commitment to obtain key objectives · Ability to work on own and be self-driven to learn by observation and self-learning. · Awareness of and interest in the latest trends and developments in I.T. 5. APPLICATION PROCESS Application should be made by logging into the advertisement link. The closing date is 12noon on 16 October 2024. Applications received after the closing date and time will not be accepted. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met before attending for interview. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 6. Selection Methods The Selection Process will involve: · Shortlisting of candidates, on the basis of the information contained in their CV & Cover Letter. · a competitive interview. Assessment The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called to interview. Skills and competencies Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and competencies namely: Please enter competencies and behaviours of the appropriate grade: People Management Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise Values and supports the development of others and the team Encourages and supports new and more effective ways of working Deals with tensions within the team in a constructive fashion Encourages, listens to and acts on feedback from the team to make improvements Actively shares information, knowledge and expertise to help the team to meet its objectives. Analysis & Decision Making Effectively deals with a wide range of information sources, investigating all relevant issues Understands the practical implication of information in relation to the broader context in which s/he works – procedures, divisional objectives etc. Identifies and understands key issues and trends Correctly extracts & interprets numerical information, conducting accurate numerical calculations Draws accurate conclusions & makes balanced and fair recommendations backed up with evidence. Delivery of Results Takes ownership of tasks and is determined to see them through to a satisfactory conclusion Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation Constructively challenges existing approaches to improve efficient customer service delivery Accurately estimates time parameters for project, making contingencies to overcome obstacles Minimises errors, reviewing learning and ensuring remedies are in place Maximises the input of own team in ensuring effective delivery of results Ensures proper service delivery procedures/protocols/reviews are in place and implemented. Interpersonal & Communication Skills Modifies communication approach to suit the needs of a situation/ audience Actively listens to the views of others Liaises with other groups to gain co-operation Negotiates, where necessary, in order to reach a satisfactory outcome Maintains a focus on dealing with customers in an effective, efficient and respectful manner Is assertive and professional when dealing with challenging issues Expresses self in a clear and articulate manner when speaking and in writing. Specialist Knowledge, Expertise and Self Development Displays high levels of skills/ expertise in own area and provides guidance to colleagues Has a clear understanding of the role, objectives, and targets and how they support the service delivered by the unit and Department/ Organisation and can communicate this to the team Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team. Drive & Commitment to Public Service Values Is committed to the role, consistently striving to perform at a high level Demonstrates flexibility and openness to change Is resilient and perseveres to obtain objectives despite obstacles or setbacks Ensures that customer service is at the heart of own/teamwork Is personally honest and trustworthy Acts with integrity and encourages this in others. Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 7. Interview Interviews will take place in Dublin city centre. Interviews will be structured in format, with candidates asked to provide examples of the competencies for the role as outlined in Section 6 of this document. Candidates will be required to detail their experiences under the six competencies. The competencies will be thoroughly and systematically assessed at interview to assess suitability for the grade of Executive Officer. The competencies to be assessed at interview are as follows: 1. People Management 2. Analysis and Decision Making 3. Delivery of Results 4. Interpersonal and Communication Skills 5. Specialist Knowledge, Expertise and Self Development 6. Drive and Commitment to Public Service Values It is anticipated the interview will last 45 minutes. Marks allocated to first interview Each of the six competencies will carry equal marks of 40 therefore a total of 240 marks is available at interview. To be considered for the panel you must receive 50% or more in all competencies. Panel Formation Following the interview process a panel will be formed for the purpose of filling the Courtroom Technology Implementation and Adoption position. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 31 October 2025 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Tenure The appointment is to an established position in the Civil Service. Salary The salary scale for the position (rates effective from June 2024 ) is as follows: Executive Officer - Personal Pension Contribution Salary Scale: €36,044.00, €37,965.00, €39,050.00, €41,167.00, €43,064.00, €44,900.00, €46,729.00, €48,519.00, €50,328.00, €52,097.00, €53,974.00, €55,232.00 NMAX, €57,026.00 LSI1, €58,834.00 LSI2 New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Service Designer - Higher Executive Officer
1. THE ROLE We are seeking excellent designers with broad skills and expertise in areas such as service design, interaction design, and human-centred innovation to join our Change Programme Office team. The purpose of the role is to focus on customer research to better understand the needs of those who interact with the courts system and those who use our services, new process design to simplify and standardise our processes, resolving design flaws in our service delivery that hinder users or employee experiences. 2. Key Responsibilities & DELIVERABLES Subject Matter Expertise and Technical Skills · Capable of developing use personas to understand users’ needs, experiences, behaviours and goals. · Capable of developing end to end user journeys and design blueprints to develop insights about courts user needs, expectations, pain points and opportunities. · Experience in user-centric design methodologies to drive research, design prototyping and testing ideas. · Proficiency in design tools · Familiarity with agile development methodologies. Interpersonal and communication skills · Strong interpersonal skills to develop good working relationships across-functionally areas, collaborating with a variety of stakeholders both internal and external to develop idea for service delivery to stakeholders. · Great communication skills, ability to communicate effectively, distil complex information into simple language and switch styles to fit the audience and outcome. Analytical Skills · Strong problem-solving skills. · Analytical mind-set to review quantitative and qualitative data to understand a service from the perspective customer, employees and key stakeholders. · Reasoning and logical skills to find new opportunities to delivery services. Note, the above is intended as a guide and is neither definitive nor restrictive. It will be subject to periodic review with the post holder. 3. Essential Qualifications & Requirements Qualifications · 2+ years of proven experience as a Service Designer, with a strong portfolio showcasing creative and effective service design solutions. · Relevant service design qualifications (e.g., certifications, courses, or degrees in Service Design, UX, Interaction Design, or similar fields). Formal training in design thinking design methodologies desired · Proficient in service design tools and methodologies, such as journey mapping, service blueprints, prototyping, user research, and persona development, with a focus on delivering actionable insights. · Strong understanding of digital tools used for design and collaboration, including platforms such as Figma, Adobe XD, or Miro. Required Skills and Behaviours · Creative Innovator: Shows a track record of thinking outside the box, adopting the latest trends, and delivering innovative solutions across a variety of projects. · High-Quality Delivery: Produces detailed and polished outputs such as service blueprints, journey maps, and personas, ensuring deliverables meet or exceed best-practice standards in service design. · Ownership and Accountability: Demonstrates strong ownership over projects, ensuring tasks are followed through from start to finish with a focus on quality and consistency. · User-Centric Mindset: Puts the user experience at the heart of every decision and design, balancing empathy with actionable insights to improve service outcomes. · Problem-Solving Focus: Exhibits resilience and proactive problem-solving abilities, particularly when handling complex or ambiguous project challenges. · Collaboration & Stakeholder Management: Effectively communicates and collaborates with cross-functional teams and stakeholders, ensuring a smooth workflow and shared understanding throughout project cycles. · End-to-End Responsibility: Takes full responsibility for the quality of the work delivered and ensures that project timelines are met, making adjustments as necessary to maintain high standards. 4. APPLICATION PROCESS Application should be made by logging into the advertisement link and uploading your cv and completing a cover letter. The closing date is 12noon on 9 October 2024. Applications received after the closing date and time will not be accepted. The cover letter is on the system with 400 maximum words allowed. You should outline how you meet the required skills and behaviours of the role. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met when applying for the competition. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 5. Selection Methods The Selection Process will involve: · Shortlisting of candidates, on the basis of the information contained in their CV & Cover Letter. · A competitive interview. Assessment The Courts Service will short list to select a group for interview who, based on an examination of the CV & cover letter, appear to be the most suitable for the position. Those that demonstrate evidence at the required level will be called to interview. Skills and competencies Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and competencies namely: Team Leadership Works with the team to facilitate high performance, developing clear and realistic objectives and addressing and performance issues if they arise. Provides clear information and advice as to what is required of the team. Strives to develop and implement new ways of working effectively to meet objectives. Leads the team by example, coaching and supporting individuals as required. Places high importance on staff development, training and maximising skills and capacity of team. Is flexible and willing to adapt, positively contributing to the implementation of change. Judgement, Analysis and Decision Making Gathers and analyses information from relevant sources, whether financial, numerical or otherwise weighing up a range of critical factors. Takes account of any broader issues and related implications when making decisions. Uses previous knowledge and experience in order to guide decisions. Makes sound decisions with a well-reasoned rationale and stands by these. Puts forward solutions to address problems. Management and Delivery of Results Takes responsibility and is accountable for the delivery of agreed objectives. Successfully manages a range of different projects and work activities at the same time. Structures and organises their own and others work effectively. Is logical and pragmatic in approach, delivering the best possible results with the resources available. Delegates work effectively, providing clear information and evidence as to what is required. Proactively identifies areas for improvement and develops practical suggestions for their implementation. Demonstrates enthusiasm for new developments and changing work practices and strives to implement these changes effectively. Applies appropriate systems and processes to enable quality checking of all activities and outputs. Practices and promotes a strong focus on delivering high quality customer service, for internal and external customers. Interpersonal and Communication Skills Builds and maintains contact with colleagues and other stakeholders to assist in performing role. Acts as an effective link between staff and senior management. Encourages open and constructive discussions around work issues. Projects conviction, gaining buy-in by outlining relevant information and selling the benefits. Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances. Presents information clearly, concisely and confidently when speaking and in writing. Specialist Knowledge, Expertise and Self Development Has a clear understanding of the roles, objectives and targets of self and team and how they fit into the work of the unit and Department/Organisation and effectively communicates this to others. Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work. Focuses on self-development, striving to improve performance. Drive & Commitment to Public Service Values Strives to perform at a high level, investing significant energy to achieve agreed objectives. Demonstrates resilience in the face of challenging circumstances and high demands. Is personally trustworthy and can be relied upon. Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 6. Interviews Interviews will take place late September in Dublin city centre. Interviews will be structured in format, with candidates asked to provide examples of the competencies for the role as outlined in Section 5 of this document. Interview Candidates will be required to detail their experiences under the six competencies. The competencies will be thoroughly and systematically assessed at interview to determine suitability for the grade of Higher Executive Officer. The board may ask about the experience described on the CV or cover letter or they may ask for other examples. It is anticipated the interview will last 45 minutes. Marks allocated at interview. Each of the six competencies carry marks of: Team Leadership (60) Judgment, Analysis & Decision Making (60) Management and Delivery of Results (60) Interpersonal & Communication Skills (60) Specialist Knowledge, Expertise and Self Development (60) Drive & Commitment to Public Service Values (60) therefore, a total of 360 marks is available for the interview. Candidates are required to achieve 50% or more in each competency to be considered for a place on the panel. Panel Formation Following the interview process a panel will be formed for the purpose of filling the Service Designer position. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place from the date of formation of the panel until 31 October 2025 or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process Or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion . There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Requesting a Review under Section 7 A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by the Courts Service. The Courts Service will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice for Appointments to Positions in the Civil and Public Service published by the CPSA. When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request. The Informal Review will consist of a desk-based examination of any available information in relation to the recruitment process and the decision taken regarding the candidate’s application. The outcome of the Informal Review Process will be communicated to the requester in writing. • A request for Informal Review must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of the Courts Service who had played a key role in the administration of the selection process. • Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below. A request for Formal Review must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Review process. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive. • The candidate must address his/her concerns in relation to the process in writing to the Personnel Officer of the Courts Service (via email to careers@courts.ie, or in writing to Personnel Officer, Human Resources, 15/24 Phoenix Street North, Smithfield, Dublin 7), outlining the facts that they believe show an action taken or decision reached was wrong. • The Formal Review will be conducted by a person who is completely independent of the selection process • The outcome of the Formal Review must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, the Courts Service must keep the candidate informed of the status of the review and the reasons for the delay. Tenure The appointment is to an established position in the Civil Service. Salary The salary scale for the position (rates effective from June 2024) is as follows: Higher Executive Officer - Personal Pension Contribution Salary Scale: €56,556.00, €58,209.00, €59,860.00, €61,509.00, €63,164.00, €64,812.00 €66,464.00 (MAX), €68,849.00 (LSI [1] ), €71,227.00 (LSI [2] ) New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. 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). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. ¹ After 3 years satisfactory service at the maximum. ² After 6 years satisfactory service at the maximum. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Research Support Associates
1. Operating Environment The long-term strategic vision for the future of the Courts Service sets out the 10-year plan to 2030 to re-design services around court users, leveraging digital technology to streamline services and ultimately delivering a modern court system. This is an exciting time to be a member of Courts Service staff and be part of our evolving and modernising journey. The Courts Service is seeking suitably qualified and committed individuals to take up full-time fixed-term roles as Research Support Associates (RSA) in the Research Support Office (RSO). These individuals will provide high quality legal research services to support members of the Irish Judiciary as well as being involved in initiatives to develop legal research and support services for the judiciary. Research Support Associates will engage directly with members of the Irish Judiciary. They will not be assigned directly to an individual judge but will undertake research projects and support information dissemination across the judiciary via newsletters and updates on case law for example. 2. THE ROLE The Research Support Office (RSO) consists of Research Support Associates who are recruited on three-year fixed-term contracts to provide legal research and support services to judges of all jurisdictions. The RSO is managed by a Legal Research Executive who reports to a Legal Research Manager. The Legal Research and Library Services Committee guides the work of the RSO in terms of judicial requirements. The RSO provides the following services: · The compiling and updating of bench books on various court lists and areas of law (civil and criminal) for use by members of the Judiciary; · The provision of written memoranda in response to research requests made by individual judges in the Appellate, High, Circuit and District Courts; · The circulation of legal updates to all members of the Judiciary; · Briefings to members of the Judiciary and colleagues on legal research conducted by the office on various areas of law; · The provision of information sessions to visiting delegations of international dignitaries on the Irish legal system; · Attendance and the provision of research assistance at judicial conferences. Legal Research and Library Services (LRLS) The LRLS is made up of two component parts, firstly the Knowledge and Information section (LRLS management, Research Support Office and Library Staff) and secondly the frontline assistance for the judiciary (judicial assistants and executive legal officers) The Knowledge and Information function provide legal research through benchbooks, responses to questionnaires and legal memoranda; it creates and maintains a knowledge management system and information services, runs and manages the Judges' Library and runs the operational staffing management of the judicial assistants. Research Support Associates provide a single point of contact to the judiciary for legal research. They develop and lead projects including benchbooks; regular legal updates by way of newsletter and video conference; content management of the judicial knowledge hub. Judicial Assistants are assigned to a member of the judiciary and work directly with them. They provide legal query assistance, administrative support, proofreading and judgment checking, court going work and assistance when the member of the judiciary is travelling. The LRLS is led by the Head of Legal Research and Library Services and comprises of over 100 staff-members: · Legal Research Managers; · Legal Research Executives; · The Research Support Office; · Court-going Judicial Assistants; and · The Judges’ Library. Reporting Relationship The principal reporting relationship is with the Legal Research Executive managing the Research Support Office. Research Support Associates will also work closely with the Head of Legal Research and Library Services, the Legal Research Managers, other Legal Research Executives, court-going Judicial Assistants, librarians and administrative staff. 3. Key Responsibilities The following list of duties is indicative (but not exhaustive) of the responsibilities and duties which Research Support Associates may be expected to perform. Under the supervision of a Legal Research Executive and the overall direction of a Legal Research Manager, a Research Support Associate will: · Engage with members of the Irish Judiciary to understand their legal research requirements; · Provide high-quality, accurate and timely legal research for the Irish Judiciary through the extensive use of primary and secondary legal materials and electronic databases; · Produce a range of legal research outputs including customised research memoranda, legislative tables and generalised outputs (e.g. bench books on specific areas of law) which are well-written, accurate, concise and accessible; · Keep abreast of recent legal developments and update the Judiciary of same; · Deliver briefings to members of the Judiciary and Judicial Assistants on legal research conducted by the office on various areas of law; · Provide high-quality editing, proof-reading and summarisation services for the Irish Judiciary; · Assist with legal research in response to requests from European and international judicial networks on matters of Irish law and the Irish legal system; · Provide peer-review support to colleagues; · Collaborate with colleagues across the Legal Research and Library Service to deliver innovative information and research services to support the Irish Judiciary; · Promote the Research Support Office across the Judiciary and the Courts Service; · Develop networks with other legal research and library services, bodies and communities with a view to drawing upon their knowledge and working collaboratively where appropriate; · Contribute to the ongoing development of the Research Support Office and wider Legal Research and Library Service by sharing ideas and experience; · Provide information sessions to visiting delegations of international dignitaries on the Irish legal system; · Create and gather legal research to be used for our internal Knowledge Management System; · Collaborate with the Knowledge Management Manger and Judges’ Library staff in providing legal research support services to members of the Judiciary; · Assist with the overview, management and further development of our Knowledge Management System. Note, the above is intended as a guide and is neither definitive nor restrictive. 4. Essential Requirements: Candidates must, on or before the 9 October 2024, be in possession of the following: · An honours law degree at 2.1 (LLB or BCL) at a minimum of level 8 on the National Framework of Qualifications or the Diploma in Law from The Honorable Society of King’s Inns ; AND · A recognised legal qualification or a post-graduate qualification; · Relevant experience conducting legal research (including academic research or research in the course of court-case preparation); · Knowledge of Irish law and the Irish legal system, including contemporary statute and case law; · Knowledge of EU law; · Excellent legal research and information technology skills and knowledge of commercial and open-access online legal research methods, materials and databases; · Strong editorial skills and the ability to write and present research in a concise, accessible and plain English style; · Experience of prioritising and managing assigned tasks in a busy work environment and working within deadlines; · The ability to apply legal research to practical scenarios; · Excellent communication and interpersonal skills; and · The ability to work both independently and in a team environment. The following are desirable: · an aptitude for research; · knowledge of international law; · experience in professional legal research; and · experience in knowledge-management systems. 5. APPLICATION PROCESS Application should be made by logging into the advertisement link and uploading your cv and completing a cover letter. The closing date is 12noon on 9 October 2024. Applications received after the closing date and time will not be accepted. The cover letter is on the system with 400 maximum words allowed. You should outline how you meet the required skills and behaviours of the role. Candidates who do not hold or do not demonstrate the skills and experience will not be called for interview. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying the Courts Service is satisfied such a person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. If a candidate does not meet these essential entry requirements but nevertheless attends for interview, that candidate will be putting him or herself to unnecessary expense. It is important to note the onus is on applicants to ensure the eligibility requirements for the competition are met when applying for the competition. The Courts Service accepts no responsibility for communication not accessed or received by an applicant. 6. Selection Methods The Selection Process will involve: · Shortlisting of candidates, on the basis of the information contained in their CV and Cover Letter, · A selection exercise (test) undertaken in a remote exam setting, · A competitive competency-based interview Shortlisting The Courts Service will short list to select a group for exam and possible interview who, based on an examination of the application form, appear to be the most suitable for the position. Candidates will be assessed on the information provided in relation to each of the five competencies. Those that demonstrate evidence at the required level will be called to interview. Skills and competencies Candidates should demonstrate that they have the ability to carry out successfully the duties of the role, as well as the general skills and competencies namely: · Analysis and Decision Making · Management and Delivery of Results · Interpersonal and Communication Skills · Specialist Knowledge, Expertise and Self Development · Drive and Commitment in Public Service Values Candidates with Disabilities The Courts Service has a key role to play in attracting candidates from all sectors of society, ensuring that routes to career opportunities are accessible to all who are interested. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodation made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. 7. EXAm & Interview Following the shortlisting process successful candidates will be asked to complete a remote exam. There will be two parts to the exam with 50 marks allotted to each. You must receive a mark of 25 or more in each part to be considered for the next stage in the process. Following the exam, successful candidates will be called forward for interview. Interviews will take place in Dublin city centre. Interviews will be structured in format, with candidates asked to provide examples of the competencies for the role as outlined in Section 6of this document. The competencies will be thoroughly and systematically explored at interview to assess suitability for the role. The board may ask about the experience described on the application form under each competency or they may ask for other examples. It is anticipated the interview will last 45 minutes. Each competency will carry 40 marks each. A total of 340 marks is available. To be considered for the panel you must receive a mark of 20 or more in all competencies. Panel Formation Following the interview process a panel will be formed for the purpose of filling Research Support Associate roles. Candidates will be ranked in order of merit based on performance at interview. This panel will remain in place until 31 July 2025 from the date of formation of the panel or until the exhaustion of the panel whichever is the earlier. Candidates who have not been offered a position at the expiry of the panel will have no claim to any further positions thereafter because of having been on the panel. Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by the Courts Service are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the interview board. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Garda Vetting Garda vetting will be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to An Garda Siochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant under consideration for appointment resided. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. Other important information The Courts Service will not be responsible for refunding any expenses incurred by candidates. Prior to recommending any candidate for appointment to this position the Courts Service will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or if an additional vacancy arises the Courts Service may, at its discretion, select and recommend another person for appointment on the results of this selection process. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process Or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion . There is no obligation on the Courts Service to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, the Courts Service will intervene in cases where it finds an error is likely to have occurred. Salary The salary scale for the position (rates effective from June 2024) is as follows: Research Support Associate - Personal Pension Contribution Salary Scale: €51,137.00, €54,019.00, €56,556.00 New entrants to the Civil Service will be appointed to the first point of the (PPC) salary scale. 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). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Member Services – Business Analyst
About Ancestry: When you join Ancestry, you join a human-centered company where every person’s story is important. Ancestry®, the global leader in family history, empowers journeys of personal discovery to enrich lives. With our unparalleled collection of more than 40 billion records, over 3 million subscribers and over 23 million people in our growing DNA network, customers can discover their family story and gain a new level of understanding about their lives. Over the past 40 years, we’ve built trusted relationships with millions of people who have chosen us as the platform for discovering, preserving and sharing the most important information about themselves and their families.We are committed to our location flexible work approach, allowing you to choose to work in the nearest office, from your home, or a hybrid of both (subject to location restrictions and roles that are required to be in the office- see the full list of eligible US locations HERE ). We will continue to hire and promote beyond the boundaries of our office locations, to enable broadened possibilities for employee diversity.Together, we work every day to foster a work environment that's inclusive as well as diverse, and where our people can be themselves. Every idea and perspective is valued so that our products and services reflect the global and diverse clients we serve. Ancestry encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants. Passionate about dedicating your work to enriching people’s lives? Join the curious. The Reporting and Analytics Business Analyst, as part of the Member Services Business Analytics team is responsible for building, maintaining and distributing daily, weekly, monthly and ad-hoc reports and dashboards. They also perform analyses to assist in short and long-term omni-channel contact center operations, planning and financial analyses, as well as customer experience analysis. The ideal candidate for this role will have an advanced understanding of Microsoft Excel and data visualization tools including SQL notions, and how analytics and access to insights apply to the management of omni-channel contact center operations. Key functional responsibilities include the ability to demonstrate strong skills in creating reports (in Excel, Tableau and other internal tools) as needed to provide the business stake holders with relevant and actionable data. Prior contact center and/or project management experience a plus. What you will do...
Deli Assistant
Main purpose of the role: Responsible for the preparation of high quality hot and cold deli products and for ensuring customer satisfaction is the number one priority. The ideal candidate will have/be: • HACCP training is desirable but not necessary • Excellent communication skills • Previous customer service experience is an advantage • The ability to work as part of a team in a fast-paced environment, ability to multi task under pressure • A passion for food and the ability to inspire shoppers. Main duties: • Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative • Prepare customer orders across all fresh food areas i.e. make sandwiches and rolls, dish up hot food and slice meats using the store`s portion control measures • Cook, prepare and display the foods sold throughout the day • Ensure that the counter displays across all fresh food departments are to the highest standards at all times throughout the day • Demonstrate your passion for quality food by sharing knowledge, recipes and personal recommendations with customers • Deal with all customer queries efficiently, professionally and in line with store policy.
Clinical Nurse Specialist Epidermolysis Bullosa
Purpose of the Role Deliver care in line with the five core concepts of the role set out in the Framework for the Establishment of Clinical Nurse Specialist Posts, 4th edition, National Council for the Professional Development of Nursing and Midwifery (NCNM) 2008 Caseload e.g. Children - under 16 years of age. Epidermolysis Bullosa Clinical Nurse Specialist role is pivotal within the multi-disciplinary approach to the management of Epidermolysis Bullosa patient care and services. The CNS Epidermolysis Bullosa will advise and direct clinical practice for Epidermolysis Bullosa, act as a resource for Epidermolysis Bullosa issues supported by the other Paediatric Epidermolysis Bullosa Service members. Assist with developing and evaluating seamless effective Paediatric Service, to promote excellence in patient care, and facilitate multidisciplinary teamwork. Essential Criteria: Be a registered nurse on the active Register of Nurses and Midwives held by An Bord Altranais and Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) or be eligible to be so registered AND Be registered in the division(s) of the Childrens Nursing with the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann OR In exceptional circumstances, which will be assessed on a case by case basis be registered in another Division of the register of Nurses and Midwives. AND Have a minimum of 1 years’ post registration full time experience or an aggregate of 1 years’ full time experience in the division of the register in which the application is being made AND Have a minimum of 1 years’ experience or an aggregate of 1 years’ full time experience in specialist area of EB AND Have successfully completed a post registration programme of study, as certified by the education provider which verifies that the applicant has achieved a Quality and Qualifications Ireland (QQI), National Framework of Qualifications (NFQ) major academic Level 9 or higher award (equivalent to 60 ECTS or above) that is relevant to the specialist area of care and in line with the requirements for specialist practice as set out by the National Council for Nursing and Midwifery 4th ed (2008). Alternatively provide written evidence from the Higher Education Institute that they have achieved the number of ECTS credits equivalent to a Level 9 or higher standard (60 ECTS or above), relevant to the specialist area of care and in line with the requirements for specialist practice as set out by the National Council for Nursing and Midwifery 4th ed (2008). Insert Name of care prior to application* (See **Note below). AND Be required to demonstrate that they have continuing professional development (CPD) relevant to the specialist area or will be supported to obtain the required CPD. AND Have the ability to practice safely and effectively fulfilling his/her professional responsibility within his/her scope of practice. *Note : For Nurses who express an interest in CNS roles and who currently hold a level 8 educational qualification in the specialist area (equivalent to 60 ECTS or above), this qualification will be recognised up to September 2026. The clinical experience requirements for this cohort of nurses remain consistent with the DoH (2019) policy, i.e. a minimum of 1 years’ experience in practice and a minimum of 1 years’ experience in the specialist area and they could be supported to progress on a candidate CNS Pathway. 2. Annual registration Practitioners must maintain live annual registration on the appropriate/relevant Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role. AND Confirm annual registration with NMBI to the HSE by way of the annual Service user Safety Assurance Certificate (PSAC). 3. Health Candidates for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 4. Character Candidates for and any person holding the office must be of good character. Applications for this post must be accompanied by a cover letter, setting out relevant experience that illustrates how the essential criteria listed above is met. The criterion for short listing is based on the requirements of the post, as outlined in the eligibility criteria. Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. * Please note that you must submit a cover letter with your CV, this forms part of your application and CV’s will not be accepted without a detailed cover letter. The closing date for submissions of CV’s and cover letter is 14/10/24 at 23:45pm . Applications must be completed through the advertised post on CHI.jobs by clicking ‘Apply for Job’. Applications will not be accepted through direct email or any other method. For informal enquiries for this specialty/department, please contact Louise Purcell Acting ADON CDB ( Louise.purcell@chilidrenshealthireland.ie ) EXT 01 4096061 .For other queries relating to this recruitment process, please contact Recruitment team: recruitment@childrenshealthireland.ie
Store Manager
Main purpose of the role: Ensure the store operates efficiently and effectively and that all our employees provide our customers with the best customer service and fresh food offering at all times. Deliver key store targets (sales and profitability) through effective management of people and operations. The ideal candidate will have/be: • Minimum 2 years` experience in a relevant retail management position • An understanding of how to achieve KPIs and targets • Strong knowledge and experience of reading and actioning reports • Good knowledge of Microsoft Office (Excel, Word) • Excellent communication skills • Good delegation skills • Highly driven with a strong work ethic • Passion for grocery retail • Thrive in a fast-paced working environment. Main Duties: • Actively live Centra brand-values i.e. Proud, Energetic, Imaginative and Community-Based • Oversee and ensure the smooth running of the store • Set, monitor and achieve sales targets with the team on gross profit margin, net margin, waste and other KPIs as agreed with Store Owner • Implement planograms correctly and ensure the correct range is in place in store • Manage employee rostering and annual leave and maintain accurate and secure records • Engage with the Store Owner on a regular basis • Ensure merchandising and presentation of entire store is of the highest standard at all times and in accordance with relevant store planograms and guidelines • Develop and promote good communication between employees and management in a safe, respectful and inclusive environment; • Deal with all customer queries efficiently, professionally and consistent with store policy • Engage with new initiatives and embrace new ways of working.
Sales Assistant
Main purpose of the role: Responsible for ensuring customer satisfaction is the number one priority. Interact with each customer with great pride, passion and care and inspire shoppers through knowledge and expertise. The ideal candidate will have/be: • Excellent communication skills • Ability to engage with and prioritise customer needs • Strong attention to detail, organised and flexible • Ability to use own initiative and work as part of a team in a fast-paced environment • Customer driven • Previous customer service experience is an advantage. Main duties: • Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative • Show a positive attitude and take responsibility for ensuring customers receive an excellent shopping experience; • Deal with all customer queries efficiently, professionally and consistent with store policy • Merchandise shelves, ensuring that all areas of the store are presented to the highest standard • Engage with new initiatives and embrace new ways of working.
