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Sort by: relevance | dateMaintenance Foreman
Remuneration The salary scale for the post is: (01/02/2026) €53,954 €54,535 €54,817 €55,130 €55,426 €55,582 €55,732 €55,885 €56,040 €56,285 €56,471 €56,930 New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, Local Authorities, Health Service and other Public Service Bodies and Statutory Agencies. Reporting relationship The post holder will report to the Engineering Manager and Maintenance Manager and will work with all other Maintenance Department staff Purpose of the post The overall purpose of this post is to assist in providing a quality Maintenance service to patients and staff. Principal duties and responsibilities General The Maintenance Foreman will: • Be responsible for the Development, constant updating and tracking of a new Asset Register system Property Portfolio • Be the custodian of all relevant maintenance documentation and asset lists which forms part of the new NEIS [National Estates Information System]. • Support and update the Maintenance Managers on all SLAs by 3rd party maintenance companies inclusive of reactive works by surveying-maintained assets regularly. • Upkeep of a constantly changing asset portfolio inclusive of scheduled maintenance Estate’s asset conditions reactive works and asset life cycle analysis. • Work under the direction of the Maintenance Manager or other designated Officer. • Meet regularly with the Maintenance Manager and other designated Managers to plan daily/weekly objectives and planned preventative maintenance programs; to report progress on work and to ensure that issues/queries are addressed on an on-going basis. • Supervise staff assigned to him/her and assist in the planning, supervision and control of work programs; including the supervision of the time keeping, attendance, productivity and the quality of work and competency of staff under his/her control. • Participate in any afterhours work such as overtime or on-call as required and as deemed necessary by the Maintenance Manager. • Carry a bleep or pager or communication device as required. Professional/Technical The Maintenance Foreman will: • Supervise the efficient operation and effective maintenance of all buildings and services within the remit of the Maintenance Department, visiting work locations and overseeing works as delegated by the Maintenance Manager and other designated Managers. • Supervise and liaise with all trade staff, general operatives and associated trades engaged in the maintenance, repair and alteration of services. • Supervise and control of external/internal contractors i.e. mechanical, electrical and civil, engaged in works, particularly in relation to extensions and alterations of existing buildings and services. • Keep the Maintenance Manager and other designated Managers informed on a planned basis, in relation to energy consumption, plant performance, energy conservation, planned preventive evaluation, trades performance and standards. • Assist the Maintenance Manager and service management in the setting up and implementation of planned maintenance programmes and preventative maintenance programmes, highlighting areas which need corrective attention. • Oversee the maintenance, decoration, upkeep, repair and development of all buildings including mechanical and electrical services, all machinery plant and equipment. • Oversee the repair and upkeep of all boundary walls, fences, roadways, paths, grounds, etc., which are the responsibility of the Maintenance Department. • Be responsible for the ordering or requisitioning of materials etc., required in the execution of their duties. • Be familiar with new technology and be prepared to participate and cooperate in such training courses considered appropriate by the HSE from time to time. • Give full cooperation with future ongoing developments within the Maintenance Department and with changes in work practices as a result of new technology. • Assist the Maintenance Manager and other designated Managers in the preparation of plans for the proper maintenance of all plant and equipment and provide ongoing progress reports. • Be familiar and comply with the requirements of the Health & Safety Act 2005 and ensure that his/her staff work in a safe manner. • Be responsible for the safe custody, maintenance and satisfactory working order of all tools, plants and appliances, including maintenance vehicles in use in the various workshops and other departments under his/her control • Ensure all premises under HSE remit comply with statutory fire, health and safety obligations. • Assist with testing of all fire detection equipment and firefighting equipment in association with the Fire and Safety Officer. • Plan and supervise existing or proposed rota arrangements with the Maintenance Manager. The Maintenance Foreman may be required to work overtime or flexi-time occasionally. • Assist in various programmes on energy conservation. • Be expected to co-operate with the implementation of new technology. • Participate as required in carrying out work other than supervision, this may include day to day hands-on repair. • Carry out such duties as may be assigned to him/her from time to time by a nominated officer, including various other nominated managers. Education & Training The Maintenance Foreman will: • Undertake training as required to enhance his/her ability and safety at work. • Monitor manual handling and all mandatory training. • Assist in identifying the training needs of staff under his/her supervision. Financial The Maintenance Foreman will: • Ensure value for money in purchasing of materials and awarding contracts. • Issue Purchase Orders and process invoices as may be assigned. • Assist the Maintenance Manager and other designated Managers in the preparation of budgets for energy and general maintenance. • Adhere to approved procedures for quotations, ordering and processing of payment. Management / Administration The Maintenance Foreman will: • Manage staff, materials, equipment, finances and contractors associated with the Maintenance Department. • Tender for contracted services, as required. • Manage the maintenance service within allocated budgetary constraints. • Plan, organise and control the work such that a continuous and quality service is provided to the hospital. • Maintain good outward communications with medical personnel, patients, senior management and committees. • Motivate Maintenance Department staff and develop good staff relations. • Promote a quality working environment within the Maintenance Department. • Undertake line management responsibility for personnel in accordance with HSE policies on Managing Attendances and Disciplinary Procedures. • Keep log books and service records as required and submit for checking. Keep drawings and manuals properly stored and revised when required. • Maintain records associated with staff, timesheets, work requisitions, roster of duties and work in progress etc. • Maintain Safety Statements and assist in carrying out risk assessments. • Act in a higher capacity from time to time as required. • Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role. • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time and to contribute to the development of the post while in office. Eligibility criteria Qualifications and/ or experience Candidates must by the latest date for of application: 1. Professional Qualifications, Experience etc. a) Hold a third level qualification to a minimum standard of Higher Certificate (Quality and Qualifications Ireland Level 6), in Mechanical, Electrical or Civil Services. Or Possess a Quality and Qualifications Ireland (QQI) Level 6 (or higher) Advanced Certificate Craft – Carpentry & Joinery (or equivalent qualification). Or Possess the National Craft Certificate issued by FETAC. Or Possess the Senior Trades Certificate issued by the Department of Education. And (b)Have a minimum of 3 years post qualification / apprenticeship experience in maintenance of industrial, commercial and domestic type buildings. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to theoffice and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character Post specific requirements • Demonstrate depth and breadth of supervisory experience as relevant to the post including: Experience in the maintenance of large scale and complex buildings and associated plant. Experience in the construction and maintenance of complex buildings • Have successfully undertaken or be willing to undertake the Solas Safe Pass Health & Safety Awareness Training Programme, or equivalent approved training programme in line with service need. (Please note if you have not undertaken this training, you will be required to successfully complete this training on taking up the post) • As this post may involve the driving of HSE owned vehicles, the successful candidate is required to hold a full unendorsed Drivers Licence (Category B). Other requirements specific to the post • Access to appropriate transport to fulfil the requirements of the role as this post will involve frequent travel between sites. • Some overtime may be required to be performed periodically as the service is a 24 hour facility. • The Maintenance Foreman may be required to participate in emergency call outs. • The Maintenance Foreman shall be required to carry a HSE mobile phone during working hours. • Due to the nature of the business of the service, some of the works will be conducted outdoors (on roofs etc.) and in difficult weather conditions. The post holder will be required to work in all weather conditions when requested to do so, or when circumstances dictate. Additional eligibility requirements: Citizenship requirements Eligible candidates must be: (i) EEA, Swiss, or British citizens OR (ii) Non-European Economic Area citizens with permission to reside and work in the State Read Appendix 2 of the Additional Campaign Information for further information on accepted Stamps for Non-EEA citizens resident in the State, including those with refugee status. To qualify candidates must be eligible by the closing date of the campaign. Skills, competencies and/or knowledge Candidates must: Technical / Professional • Demonstrate sufficient knowledge in the required discipline. • Demonstrate knowledge of construction, environment and building technology, mechanical and electrical services including their installations, building maintenance, maintenance management issues, practice and procedures. • Demonstrate knowledge of current regulations regarding building, fire, electrical, and gas installations. • Demonstrate knowledge of Building Management Systems. • Demonstrate sufficient technical knowledge to carry out the duties and responsibilities of the post. • Demonstrate evidence of project management skills encompassing all streams of work appropriate with key responsibilities. • Demonstrate evidence of experience and ability to perform hands-on maintenance repair work on equipment with tools, if required. • Demonstrate the ability to read and interpret architects’/engineers’ drawings, specifications and technical directions. • Demonstrate the ability to develop and write technical engineering reports. • Demonstrate the ability to design and implement structured policies and systems for the management of service and maintenance of hospital equipment and systems. • Demonstrate knowledge and experience of managing budgets; including the ability to adhere to deadlines within budgetary levels. • Demonstrate evidence of experience in control and supervision of staff and record keeping. • Demonstrate evidence of computer skills including the use of Microsoft Word, Excel, e-mail and the internet, as relevant to the role. • Demonstrate awareness of relevant standards, policies and legislation for example Health and Safety, Freedom of Information Act 1997, Childcare Act, HIQA Standards. Leadership & Team Skills • Demonstrate leadership and team management skills, including the ability to work within a multidisciplinary team. • Demonstrate the ability to work on own initiative; without close supervision. • Demonstrate the ability to advise multidisciplinary and management teams on equipment related issues. Planning & Organising Skills • Demonstrate evidence of effective planning and organising skills including awareness of value for money in the performance of work and the ability to carry out duties to best practice. • Demonstrate experience of the development of work schedules for personnel and contractors. • Demonstrate experience of the development of planned maintenance programs and method statements. • Demonstrate experience in working effectively under pressure. • Demonstrate the ability to manage deadlines and effectively handle multiple tasks. Problem Solving & Decision Making • Demonstrate the ability to evaluate information, solve problems and make decisions in a timely manner. • Demonstrate the ability to work within a multidisciplinary team to resolve problems and implement solutions. Commitment to Providing a Quality Service • Demonstrate a commitment to providing a quality service; including an awareness and appreciation of the service user such as patients, the general public, medical and non-medical staff. • Demonstrate the ability to contribute to the development of the service. Communication & Interpersonal Skills • Demonstrate effective communication and interpersonal skills including the ability to present information in a clear and concise manner. • Demonstrate the ability to receive and implement instructions in an effective and efficient manner. • Demonstrate the ability to communicate effectively with other staff members to coordinate works and update on progress of works. Campaign specific selection process Ranking/shortlisting / interview A ranking and or shortlisting exercise may be carried out based on 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 progressing to the next stage of the selection process. Those successful at the ranking stage of this process, where applied, will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation. Diversity, equality and inclusion The HSE is an equal opportunities employer. Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately this will result in improved service user and employee experience. The HSE is committed to creating a positive working environment whereby all employees inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation are respected, valued and can reach their full potential. The HSE aims to achieve this through development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long-term health condition. Read more about the HSE’s commitment to Diversity, Equality and Inclusion 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 CPSA is responsible for establishing the principles to be followed when making an appointment. These are set out in the CPSA Code of Practice. The Code outlines the standards to be adhered to at each stage of the selection process and sets out the review and appeal mechanisms open to candidates should they be unhappy with a selection process. Read the CPSA Code of Practice.
Administrative Officer
APPLICATIONS Applications will only be accepted through South Dublin County Council’s e-Recruitment system before midnight on Thursday, 4 June 2026. THE ROLE The Administrative Officer is a management position within South Dublin County Council and is assigned responsibility for the administration and management of one or more sections within a Department. They will be expected to contribute to the development and implementation of forward-thinking strategies and to work closely with the elected Councillors and senior management in delivering services to the highest standard. The Administrative Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making. The post holder may represent the local authority on committees and at meetings and may be asked to report on progress in their respective sections at Area Committee meetings, Strategic Policy Committee meetings, and so on. The office is whole-time, permanent and pensionable. A panel will be formed to fill permanent and temporary vacancies. Persons employed will be required to work in any location within the South Dublin administrative area. SALARY / WAGES €60,611 - €62,095 - €63,826 - €65,563 - €67,300 - €68,852 - €70,442 - €71,982 - €73,518 - €76,149 (LSI1) - €78,795 (LSI2) HOURS OF WORK The successful candidates’ normal hours of work will be 35 hours per week. South Dublin County Council reserves the right to alter your hours of work from time to time. ANNUAL LEAVE Annual leave entitlement for this position is 30 days. QUALIFICATIONS CHARACTER Candidates will be of good character. HEALTH Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. ESSENTIAL EDUCATION, TRAINING AND EXPERIENCE Each candidate must, on the latest date for receipt of completed application forms: (1) (a) Have obtained at least Grade D (or a pass), in Higher or Ordinary Level in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or (2) Have obtained a comparable standard in an equivalent examination, or (3) Hold a third level qualification of at least degree standard, (4) Will have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. CONFINED COMPETITION (5) (a) Be a serving employee in a local authority, or a regional assembly, and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and (b) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. A panel may be formed from which future positions may be filled. Recruitment to the post of Administrative Officer (Grade Seven) will be on the following basis: Panel A (Confined to local authority sector) will comprise successful applicants in order of merit from within the Local Authority Sector only, that is, candidates serving in a local authority or Regional Assembly (where applicable). Panel B (Open) will comprise all successful applicants in order of merit and may include candidates serving in a local authority, regional assembly and external applicants. Panel C (Confined to the recruiting local authority or applicable regional assembly) will comprise all successful applicants in order of merit and may include candidates serving in the recruiting local authority or regional assembly (where applicable). DESIRABLE EDUCATION, TRAINING AND EXPERIENCE Be able to work within, and where necessary lead, multi-disciplined teams and have the ability to motivate, empower and encourage employees to achieve maximum performance. Be capable of working closely with the elected Councillors to deliver the full range of quality services and implement policy decisions. Demonstrate relevant administrative experience at a sufficiently high level. Have a satisfactory knowledge of public service organisation in Ireland. Be capable of working in close co-operation with the Council, the Strategic Policy and Area Committees and other Council Departments while being able to seek co-operation and consensus from a wide range of bodies and representative groups. Have a career record that demonstrates a high level of competence in the management of staff. Have strong interpersonal and communication skills. Have the ability to manage financial resources within a budgetary control framework. Have good knowledge and awareness of Health and Safety legislation and regulations, their implications for the organisation and the employee, and their application in the workplace. Have an understanding of the role and duties of managers in safety management in the workplace. Be able to deputise at a senior level. Experience of implementing change initiated in the work environment. KEY COMPETENCIES / SKILLS • Strategic Management & Change • Delivering Results • Performance Through People • Personal Effectiveness • Local Government Knowledge and Understanding Candidates are requested to give an example of a situation which highlights the behaviour, skills and attitude that underpin effective performance in these areas and which demonstrates their suitability to meet the challenges of this role. Candidates should ensure the example used clearly demonstrates their ability in this area and that the scale and scope of the example given is appropriate to the post and level of the post. DUTIES The duties will include but are not limited to: Providing high level administrative support based on a thorough understanding of the overall workings and policy of a section. Management of staff. Making decisions in relation to service delivery on a daily basis. Preparation of reports for Council and other stakeholders. Representing the Council at a variety of meetings. Budget preparation and management of same. Attending inter-departmental meetings on behalf of the section to which you are assigned. Establishing and maintaining effective working relationships with external agencies as appropriate to the activities of the section. Continuously monitoring existing procedures to ensure they comply with best practice and the development of new/improved procedures where appropriate. Policy formation. Attending court as a witness for the Council as required. Working on inter-departmental teams concerned with introducing organisational change. To undertake any other duties of a similar level and responsibilities as may be required from time to time.
Senior Staff Officer
QUALIFICATIONS CHARACTER: Candidates shall be of good character. HEALTH: Candidates must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying the requirement as to health, it will be necessary for each successful candidate, before they are appointed, to undergo, at their expense, a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up employment, the expense of the medical examination will be refunded to the candidate. EDUCATION Each candidate must, on the latest date for receipt of completed application forms: i. (a) Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or (ii) Have obtained a comparable standard in an equivalent examination, or (iii) Hold a third level qualification of at least degree standard, and (iv) Shall have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. CONFINED COMPETITION: (v) (a) Be a serving employee in a local authority, or a regional assembly where applicable, and have at least two years satisfactory experience in a post of Clerical Officer or analogous post, and (b) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. Recruitment of the post of Senior Staff Officer (Grade VI) will now be on the following basis: Panel A: 50% confined to employees of the sector being all Local Authorities & Regional Assembly (where applicable) Panel B: 30% open competition Panel C: 20% confined to employees of Dún Laoghaire-Rathdown County Council More details below at No. 10 (iv). Non-Irish qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications. Overseas qualifications must also be accompanied by a translation document. SENIOR STAFF OFFICER – COMPETENCIES Candidates will be expected to demonstrate sufficient evidence of such competencies within their application form and at interview. Any short-listing or interview processes will be based on the information provided by candidates on their application form. The competencies for the role of Senior Staff Officer are: COMPETENCY: Management & Change • Translates corporate mission and objectives into clear operational plans and outputs. • Effectively manages change, showing flexibility and openness while leading teams through evolving organisational environments. • Understands the changing operating environment of the Council and leads change to deliver quality services. • Builds and maintains strong, productive working relationships internally and externally. • Upholds strong governance and ethical standards. COMPETENCY: Delivering Results • Contributes to and leads the development of operational and team plans. • Plans, prioritises, and manages work programmes and resources effectively. • Demonstrates relevant administrative experience at a senior level in delivering complex work programmes. • Ensures delivery of high-quality services and customer care standards. • Makes timely, informed decisions with sound judgement. • Demonstrates effective financial and resource management skills. • Works under pressure and meets tight deadlines in achieving operational objectives. COMPETENCY: Leading, Motivating, Managing Performance and Communicating Effectively • Demonstrates strong ability to manage, supervise, and develop staff, including performance management. • Motivates, empowers, and encourages staff to maximise performance, supporting PMDS. • Leads teams to deliver quality results aligned with organisational objectives. • Communicates clearly and effectively, both verbally and in writing, with strong report writing and presentation skills. • Builds positive engagement with stakeholders and represents the Council professionally and credibly. COMPETENCY: Personal Effectiveness • Shows initiative and self-motivation, with the ability to work independently. • Manages time and workload efficiently. • Maintains a positive, constructive, and solution-focused attitude. • Demonstrates strong interpersonal and communication skills. COMPETENCY: Local Government Knowledge & Understanding • Demonstrates in-depth understanding of the structure, functions, and environment of local government. • Understands the role of the Senior Staff Officer within this context. • Maintains awareness of current local government issues and future trends, advocating practical solutions. • Understands the representational role of elected members and works effectively with them to implement policy. • Demonstrates political awareness and sensitivity. • Understands relevant legislation, including Health & Safety and data governance, and applies it appropriately. • Demonstrates competence in ICT systems relevant to service delivery. JOB SPECIFICATION THE OFFICE The office is whole-time, permanent and pensionable. A panel will be formed from which permanent and temporary appointments may be made. SALARY €57,895 - €59,276 - €60,960 - €64,126 - €66,017 - €68,367 (1st LSI) - €70,730 (2nd LSI). Rates as at 01/02/2026. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular Letter EL 02/2011, a person who is not a serving local authority employee on or after 1 January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the Local Authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of any services which they are required by or under any enactment to perform. SUPERANNUATION CONTRIBUTION Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Persons who become pensionable officers of a Local Authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the Local Authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable officers of a Local Authority will be required, in respect of the Spouses and Children’s Contributory Pension Scheme, to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. RETIREMENT New Entrants recruited to the Public Service on or after 1 January 2013 Pensionable public servants (new joiners) recruited to the Public Service for the first time on or after 1 January 2013 (the commencement date of the Single Scheme) will be members of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Pension age Minimum pension age is linked to the State Pension age, which is currently 66 but may be subject to change. Compulsory retirement age Scheme members must retire at the age of 70. In all other cases, staff recruited on or after 1 January 2013 who were employed in the Public Service on 31 December 2012 or within a period prior to 31 December 2012 not exceeding 26 weeks will retain their existing pension scheme terms and conditions. In certain circumstances, e.g. where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER), as set out in Department of Finance Circular 12/09, that retirees under that scheme are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. HOURS OF WORK All new entrants to the Local Authority sector and any individuals on new appointments or promotion will work 35 hours per week. PROBATION When a person is not already a permanent officer of a Local Authority within the Public Service in Ireland and is appointed to a permanent office, the following provisions shall apply: a. There shall be a period after such appointment takes effect during which such person shall hold office on probation. b. Such period shall be one year. c. Such person shall cease to hold such office at the end of the period of probation unless, during such period, the Chief Executive has certified that the service of such person in such office is satisfactory. ANNUAL LEAVE Annual leave entitlement for the position of Senior Staff Officer is 30 days per annum in accordance with Department of Environment, Community and Local Government Circular LG(P) 07/2011. DUTIES The duties of the post include but are not limited to: a. Leadership and management of employees in supporting roles up to the position/grade of Staff Officer, including assigning duties and workload. b. Supporting management in the implementation of work programmes as required by the Council’s Corporate and Operational Plans. c. Supporting line manager to communicate, implement and manage all change management initiatives within the relevant area of responsibility. d. Responsibility for the management of a section or function within the Council. e. Delivery of specific departmental/organisational objectives. f. Management of conflicting demands within a team environment and to prescribed timelines and deadlines. g. Provide ongoing leadership, motivation and support to employees in the department/section, including resolving day-to-day problems and identifying training and development requirements as appropriate. h. Ensure full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management. i. Effective communication and liaison with colleagues, managers and customers in relation to operational matters for their section. j. Compile, prepare and present reports as necessary, including preparation of reports or letters which may be of a sensitive and/or confidential nature. k. Support implementation of good practices with transparent reporting and communications and to deliver accountable services in the department/section. l. Carry out duties in a manner that enhances public trust and confidence and ensures impartial decision making. m. Such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to an appropriate Officer or such designated Officer as may be assigned from time to time by the Council. The duties of the post are to give to the Local Authority and to: a. The local authorities or bodies for which the Chief Executive is Chief Executive, and b. Any other local authority or body with which an agreement has been made by the Local Authority or by any of the authorities or bodies referred to in sub-paragraph (a), under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. CITIZENSHIP Candidates must, by the date of any job offer, be: a. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b. A citizen of the United Kingdom (UK); or c. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d. A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a Stamp 4 visa; or e. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or f. A non-EEA citizen who is a parent of a dependent Irish citizen child and has been granted residence permission (usually Stamp 4). LOCATION & RESIDENCE Holders of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Dún Laoghaire-Rathdown County Council reserves the right to assign employees to any premises in use by the Council, now or in the future, subject to reasonable notice. RECRUITMENT Pursuant to Article 8 of the Local Government (Appointment of Officers) Regulation, 1974, the Minister has given directions as follows: i. Selection of candidates for appointment shall be by means of a competition based on an interview conducted by or on behalf of the Local Authority. The interview will be competency-based and marks will be awarded under the competency skill sets identified for the position of Senior Staff Officer as outlined above. Candidates will also be required to demonstrate knowledge of the key duties and responsibilities for this role. Please note that the interview may be held in person or online. ii. DLRCC reserves its right to shortlist candidates, in the manner it deems most appropriate, to proceed to the interview stage of the competition. Following receipt of all applications, job applicants may be shortlisted for assessment based on the extent to which they meet the criteria from the job description and/or where it would not be practical to interview all applicants. Aptitude testing may, in some circumstances, be used to facilitate the shortlisting process. If required, the testing will be performed through a third-party provider and submission of an application for employment is regarded as consent to share your information for the purposes of shortlisting and recruitment. Your information will be provided for the sole purpose of shortlisting suitable candidates and for no other purpose. Dún Laoghaire-Rathdown County Council will ensure any third party fully complies with GDPR and Data Protection legislation. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/experience on the application form and also to demonstrate sufficient evidence of the competencies required for this position under each competency heading detailed above. Short-listing does not suggest that candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who, based on their application, appear to be better qualified and/or have more relevant experience. Short-listing may take the form of desktop short-listing, aptitude test and/or preliminary interview, or combinations thereof. iii. If a candidate wishes to appeal either a short-listing or interview board decision, they must do so within five working days of being notified of this decision. The appeal must clearly state the grounds of appeal and must be emailed to the Appeals Officer at recruitment@dlrcoco.ie . The HR Department will evaluate the grounds of the appeal. If grounds for an appeal are not upheld, HR Management will notify the candidate in writing of this outcome and no further action will be taken. If the grounds upon which the appeal is made are upheld, the HR Department will notify the candidate of this outcome and corrective action will be taken. The decision of the HR Department on the appeal is final. iv. Panels may be formed on the basis of such interviews. Candidates whose names are on a panel and who satisfy the Local Authority that they are otherwise suitable for appointment may, within the life of the panel, be appointed as appropriate vacancies arise. The life of the panel will not be more than one year reckoned from the date of the formation of the panel unless extended. Panels may be formed on the basis of interviews to fill vacancies that may arise as follows: A. 50% confined to employees of the sector B. 30% open C. 20% confined to employees of Dún Laoghaire-Rathdown County Council Panel A (Confined to Local Authority Sector) will comprise successful applicants in order of merit from within the Local Authority Sector only, i.e. candidates serving in a local authority or Regional Assembly (where applicable). Panel B (Open) will comprise all successful applicants in order of merit and may include candidates serving in a local authority, regional assembly and external applicants. Panel C (Confined to the recruiting local authority or applicable Regional Assembly) will comprise all successful applicants in order of merit and may include candidates serving in the recruiting local authority or regional assembly (where applicable). An employee of an individual local authority may be on all three panels (Panel A, B, C). An employee of the sector (all local authorities) may be on two of the three panels (Panel A, B). An applicant who is not employed in the sector may be on one panel (Panel B). The order of candidates placed on each of the three panels is determined by where they were placed on the overall order of merit. v. The Local Authority shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period, or such longer period as the Local Authority in its absolute discretion may determine, the Local Authority shall not appoint them. vi. An applicant who withdraws their application at any stage of the competition will not be permitted to re-enter the competition at a later stage.
NS ESTEEM – Administrator
Essential Qualifications and Skills Candidates must:
NS ESTEEM – Administrator
Essential Qualifications and Skills Candidates must:
NS ESTEEM – Administrator
Essential Qualifications and Skills Candidates must:
NS ESTEEM – Administrator
Essential Qualifications and Skills Candidates must:
Assistant Economic Development Officer/Tourism Officer/Project Officer
The Position The Council is seeking applications from suitably qualified candidates with relevant experience to form a panel for appointment to the following roles within the Economic Development Directorate: A. Assistant Economic Development Officer The Assistant Economic Development Officer supports the delivery of economic development initiatives, sectoral strategies, and job creation programmes across the county. Key focus areas may include:
Intelligent Transport Systems Officer
The ITS Officer (Grade V) will be a member of the Intelligent Transport Systems (ITS) Section within the Local Area Development and Operations Directorate of Cork City Council. The role forms part of the ITS Systems Team, contributing to the delivery of the ITS strategic ten-year plan, aligned with the Cork Metropolitan Area Transport Strategy. The successful candidate will report to an Executive Engineer within the ITS Section, or to another designated officer as required. The ITS Officer will support the management team in the delivery, operation, and maintenance of ITS infrastructure and services across the city. The role involves working closely with a range of stakeholders, including elected members, and assisting in the implementation of ITS-related projects and initiatives. The successful candidate will be required to report to their line manager (Executive Engineer), assist the management team as required, and engage with elected members in respect of their role. The role may also involve deputising for the ITS Inspector from time to time. This position requires a broad range of technical knowledge and the ability to work across multiple disciplines, including:
Barista
☕ Barista – Join Our Team and Brew Up a Great Career with Us! The Role: This isn’t just another job — it’s your chance to kickstart a career in a brand that values growth, development, and promoting from within. As a Barista, you’ll be part of a supportive team where learning is part of every day and your potential truly matters. ✨ Why Join Us? • Full training provided — no experience needed! • A clear path to progress — many of our leaders started as Baristas • Ongoing support to help you grow in confidence and skills • A fun, energetic environment where every shift brings something new �� What We Offer: • Complimentary handcrafted coffee on every shift • Employee discounts across all Costa locations • Full training and ongoing development opportunities • A friendly, inclusive, and supportive team culture • A workplace where you can grow, learn, and be yourself �� This role is based in Newbridge Moorefield Park �� Apply today and bring your love for coffee to life with Costa!
