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Sort by: relevance | dateTraining Standards Officer
NATURE OF POST Permanent full time post, 35 hours per week. SALARY SCALE €60,610 to €78,794 (including two long service increments). As per Department of Education and Skills guidelines, new appointees who are entering this grade for the first time will start at the minimum point of the scale, however incremental credit may apply if, immediately prior to appointment, the appointee is already a serving Civil or Public Servant. Rate of remuneration may be adjusted from time to time in line with Government pay policy. LOCATION Appointment is to Louth and Meath Education and Training Board Scheme. The successful applicant will be assigned initially to the Advanced Manufacturing Training Centre of Excellence, Dundalk, Co. Louth. REPORTING OR ACCOUNTABILITY RELATIONSHIP The Training Standards Officer (Grade VII) reports to the Manager of the Centre in the first instance as direct line manager, reporting also, as appropriate, to the Director of the Advanced Manufacturing Training Centre of Excellence. POST SUMMARY OR PURPOSE The Training Standards Officer will be responsible, under the direction and guidance of the Chief Executive or delegated officer, for provision of a Curriculum, Assessment, Quality Assurance and Programme Development service in respect of Further Education and Training programmes. The successful applicant may have a large, multilevel staff and will be expected to take responsibility for decision making in the section or area. ELIGIBILITY CRITERIA Citizenship Requirement Candidates should note that eligibility to compete for posts is open to citizens of the European Economic Area or to non European Economic Area nationals with a valid work permit. The European Economic Area consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under European Union agreements may also apply. Health and Character Those under consideration for a position may, at the discretion of the employer, be required to complete a health and character declaration and a Garda Vetting Form. References will be sought. ESSENTIAL CRITERIA Candidates for a Grade VII Officer post (by open competition from the Education and Training Sector Candidate Pool) must: • Have the requisite knowledge, skills, and competencies to carry out the role. Competencies will be informed by best practice Public Appointment Service competency frameworks for the Irish Public Service. • Be capable and competent of fulfilling the role to a high standard. • Have obtained at least Grade D3 in five subjects in the Leaving Certificate Examination (higher, ordinary, applied, or vocational programmes) or equivalent, or have passed an examination at the appropriate level within the Quality and Qualifications Ireland qualifications framework which can be assessed as being comparable to Leaving Certificate standard or equivalent or higher, or have appropriate relevant experience which encompasses equivalent skills and expertise. DESIRABLE CRITERIA • A qualification at Level 7 on the National Framework of Qualifications or its equivalent, and or significant relevant work experience. • Good general knowledge of training in business organisations. • Familiarity with SOLAS Apprenticeship Scheme to provide a service to clients when requested. • Knowledge of SOLAS Standard Based Apprenticeship procedures. • Additional relevant development for example training advisory, career planning, instructing, training administration, business consulting. • Well developed decision making abilities. DUTIES AND RESPONSIBILITIES • Work in collaboration with Louth and Meath Education and Training Board management and Further Education and Training staff team towards the development of an integrated Further Education and Training service for the communities in Louth and Meath. • Provide relevant and timely advice, information and support to relevant staff on matters relating to the assessment process, the processing of certification, training materials and training aids, training methodologies and training practices to meet the requirements of certifying bodies associated with the delivery of the programmes. • Research the procurement of learning resource materials and assist instructors, tutors and teachers with same. • Advise the management team on any improvements or actions required to the Louth and Meath Education and Training Board quality assurance systems. • Provide assistance with the development and review of Course Training Specifications and Assessments for Further Education and Training courses (including Traineeships and Apprenticeships) as required. • Assist with the provision of information for the Programme Evaluation Process. • Assist the management team in the identification of Continuous Professional Development requirements of staff relating to the introduction of new or revised modules or courses. • Administer the relevant systems and control the application of assessments and certification processes for internal Louth and Meath Education and Training Board courses, Second Provider provision and the Standards Based Apprentice Assessment System. • Ensure that all matters in relation to Assessment and Certification processes are conducted in accordance with the process and procedures set out in the relevant Quality Assurance System and in accordance with the criteria outlined by the relevant certifying bodies. • Participate in the Louth and Meath Education and Training Board Results Approval Groups and organise the processing of certification post Results Approval. • Produce statistical reports relating to certification of Further Education and Training programmes as required. • Support learner appeal processes with the relevant documentation for the Assessment Appeals Panel. • Cooperate with, organise and facilitate visits for external authentication or verification processes for in centre and second providers operating within the Louth and Meath Education and Training Board Quality Assurance system. • Organise certification audits of Second Providers who operate within the Louth and Meath Education and Training Board Quality Assurance System. • Provide staff and second providers of training with briefings or training as required in relation to the relevant Quality Assurance Systems, Curriculum and Assessment instruments and procedures. • Assist the Management Team with Certificate Award Ceremonies. • Keep up to date with developments in Training Design and Training Delivery and Assessment techniques and keep the Management Team advised on best practice. • Assist in Programme or Curriculum Design and coordinate process of uploading courses or programmes into the Programme and Learner Support System and update information into Further Education and Training Annual Reporting Requirements. • Liaise with relevant internal staff and external bodies (including certifying bodies) and update the Management Team on developments as necessary. • Undertake or oversee any other duties or projects as required and directed by the Manager of Training Centre, Director of Further Education and Training or Chief Executive from time to time, having regard to the changing needs of the service. All the above duties and responsibilities are to be carried out in consultation and with the approval of the manager, in a flexible manner and in a spirit of teamwork with the other staff in the centre. COMPETENCIES REQUIRED The appointee to the Grade VII Administrative Officer post will be required to show evidence of the following competencies: Team Leadership • Works with the relevant team to facilitate high performance, developing clear and realistic objectives and addressing 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 the Education and Training Board 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. Judgment, 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. • Is reflective in practice. • Uses previous knowledge and experience in order to guide decisions. • Makes sound decisions with a well reasoned rationale and stands by these decisions. • 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 guidance as to what is required. • Proactively identifies areas for improvement and develops practical suggestions for their implementation. • Demonstrates enthusiasm for new developments or 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 of Louth and Meath Education and Training Board. 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 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 Department or Louth and Meath Education and Training Board organisation and effectively communicates this to others. • Has high levels of expertise and broad Public Sector knowledge relevant to his or her area of work. • Focuses on self development, striving to improve performance. Drive and 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. • Ensures that customers and stakeholders are at the heart of all services provided. • Upholds high standards of honesty, ethics, and integrity.
Off-licence Manager
Main purpose of the role: Ensure the Off-Licence operates efficiently and effectively at all times and provides customers with excellent quality products and services The ideal candidate will have/be: 2 years€,, experience in a Supervisor/Manager role is desirable Completion of WSET Level 2 or an alternative wine course is desirable A good knowledge of wine, craft beer and premium spirits Creative 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. Main Duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Drive sales through KPI reports, financial reports, brand initiatives, customer initiatives and employee knowledge Adhere to weekly stocktaking procedures and ensure they are accurate and any necessary action is taken in the Off-Licence Ensure purchasing of stock is carried out in accordance with procedures and control of stock rotation, so that the quality of goods is of the highest order so as to maximise turnover Merchandise and present the department to the highest standard at all times and in accordance with relevant store planograms and guidelines Monitor and control department overheads (i.e. packaging, cleaning equipment etc.) Enhance product knowledge by gaining information from a range of sources and share ideas, suggestions, builds on existing procedures/processes with employees and management Ensure all staff reporting to you are competent in any duties required and are given adequate training relevant to their tasks.
Community Champion
Contract: Part time; 2–4 days per week, with flexibility to manage your hours responsibly around community needs Working pattern: Mix of infield community work and remote homebased hours Specsavers is built on community spirit, genuine care, and the belief that everyone deserves access to better sight and hearing. We’re looking for a confident, outgoing Community Champion to represent our Longford and Athlone stores — someone who thrives on meeting people, building relationships, and bringing our values to life across both communities. What you’ll be doing
Chief Executive Officer
ELIGIBILITY REQUIREMENTS FOR CHIEF EXECUTIVE OFFICER CITIZENSHIP Candidates should note that eligibility to compete for posts is confined to citizens of the European Economic Area (EEA) or to non-EEA nationals with a valid work permit. The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. CERTAIN RESTRICTIONS ON ELIGIBILITY Applicants are required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement or redundancy and the Department of Public Expenditure and Reform should be consulted in order to assess eligibility for appointment on foot of this. Examples of restriction on eligibility on foot of such schemes include: COLLECTIVE AGREEMENT REDUNDANCY PAYMENTS TO PUBLIC SERVANTS The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for reemployment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non eligibility). INCENTIVISED SCHEME FOR EARLY RETIREMENT (ISER) It is a condition of the Incentivised Scheme for Early Retirement as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector for example a civil servant who retired under this scheme will be ineligible for re employment in the civil service at a future date, save for in exceptional circumstances in line with terms outlined in paragraph 15 of that Scheme and with sanction from the Department of Public Expenditure and Reform. DEPARTMENT OF HEALTH AND CHILDREN CIRCULAR (7/2010) The Department of Health Circular 7/2010 dated 1st November 2010 introduced a Targeted Voluntary Early Retirement Scheme and Voluntary Redundancy Schemes. It is a condition of the Voluntary Early Retirement scheme that persons availing of the scheme will not be eligible for re employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re employment applies under the Voluntary Redundancy Scheme, except that the prohibition is for a period of 7 years. On foot of this, people who availed of the Voluntary Early Retirement scheme are not eligible for appointment and people who availed of the Voluntary Redundancy Scheme and who may be successful in a competition will have to prove their eligibility (expiry of period of non eligibility). DEPARTMENT OF HEALTH CIRCULAR (4/2013) The Department of Health Circular 4/2013 dated 1st May 2013 introduced the Employment Control Framework Numbers Reduction Measures 2013 Targeted Voluntary Redundancy Scheme. In accordance with the terms of the Collective Agreement Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that Voluntary Redundancy Scheme that persons will not be eligible for re employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement or employment on a contract for service basis (either as a contractor or as an employee of a contractor). PRINCIPAL CONDITIONS OF SERVICE GENERAL The appointment is made under section 14 (7) (1) (4) of the Sea Fisheries Act, 1952 for the consent from the Minister of Agriculture, Food and the Marine and the Department of Public Expenditure and Reform for the appointment of a full time Bord Iascaigh Mhara Chief Executive Officer replacement for the outgoing Chief Executive Officer. SALARY The current salary for the position is as follows: Personal Pension Contribution rate: €161,877. This rate reflects the most recent pay adjustment of 1 August 2025. The Personal Pension Contribution 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 or personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses and Children’s scheme, or the Additional Superannuation Contribution. A Non Personal Pension Contribution rate will apply where the appointee is not required to make a Personal Pension Contribution. IMPORTANT NOTES RELATING TO SALARY Candidates should note that salary will not be subject to negotiation. The rate of total remuneration may be adjusted from time to time in line with Government pay policy as applying to public servants generally. TENURE The appointment will be on the basis of a five year fixed term contract of employment. LOCATION The headquarters of Bord Iascaigh Mhara are currently based at Block 3, West Pier Business Campus, Old Dunleary Road, Dun Laoghaire, Co. Dublin, A96 A621. HOURS OF ATTENDANCE Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week or 35 hours net of lunch breaks. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his or her duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. ANNUAL LEAVE In addition to the usual public holidays, the annual leave for this position is 30 working days. SICK LEAVE Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro rata basis, in accordance with the provisions of the Public Service Sick Leave Scheme. SUPERANNUATION AND RETIREMENT The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the public service, at the time of being offered an appointment. In general, this means being offered appointment based on membership of the Single Public Service Pension Scheme. Full details of the Single Public Service Pension Scheme can be found at http://www.singlepensionscheme.gov.ie/ . The maximum retirement age for most Single Scheme members is age 70. Different terms and conditions related to superannuation and retirement may apply to a candidate where they were a member of a pre existing public service pension scheme (non Single Scheme) after 1st January 2013 and any subsequent breaks in public service employment (either pensionable or not) have been 26 weeks or less. The pension entitlements and maximum retirement age, if applicable, of such appointees will be determined in the context of their public service employment history. IMPORTANT NOTICE Candidates should note that different terms and conditions may apply if, immediately prior to appointment, the appointee is already a serving civil or public servant. The above outlines the principal conditions of service and is not intended to be a comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate. ADDITIONAL SUPERANNUATION CONTRIBUTION Successful candidates who are members of a public service pension scheme are subject to the Additional Superannuation Contribution in accordance with the Public Service Pay and Pensions Act 2017. The Additional Superannuation Contribution is in addition to any personal pension contributions (otherwise known as main scheme contributions) and Spouses and Children’s Scheme contributions that are payable in accordance with the rules of any pension scheme. LIMITATION ON PENSION ACCRUAL Section 52 (6) of the Public Service Pensions (Single Scheme and Other Provisions) Act, 2012 limits the amount of pensionable service an individual may accrue across all pre existing public service schemes (non Single Scheme terms) to a maximum of forty years or equivalent. Where pensionable service exceeds forty years on 28th July 2012, section 52 (7) provides that they may retain the benefit of that service. This may have implications if the appointee acquired pension rights in a previous public service employment. Department of Public Expenditure and Reform Circular 13/2020, which is available on the website https://www.gov.ie/en/circulars/ , provides guidance on the method of calculating pension entitlements in such cases. PREVIOUS PUBLIC SERVICE PENSION ENTITLEMENTS AND PENSION ABATEMENT DECLARATION Applicants will also be required to declare any entitlements to a public service pension benefit (in payment or preserved) from any other public service employment and or where they have received a payment in lieu in respect of service in any Public Service employment in accordance with section 51 of the Single Pension Scheme Act 2012. ABATEMENT If the appointee has previously been employed in the public service (including the civil service) and is in receipt of a pension from the public service or where a public service pension comes into payment during his or her re employment that pension will be subject to abatement in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. ENTITLEMENTS UNDER ISER OR VER SCHEMES The Department of Public Expenditure and Reform should be consulted in advance of formal appointment in all cases where the prospective appointee availed of a previous Incentivised Scheme for Early Retirement, Voluntary Redundancy or Voluntary Early Retirement arrangement in the public service. The implications of their new appointment on their Incentivised Scheme for Early Retirement, Voluntary Redundancy or Voluntary Early Retirement payment or pension entitlements will be determined by the terms and policies governing the relevant scheme. An example includes: Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007 The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that, with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person’s 60th birthday, whichever is the later, but on resumption, the pension will be based on the person’s actual reckonable service as a teacher (that is, the added years previously granted will not be taken into account in the calculation of the pension payment).
CSSI Office Administrator
Connaught Waste Recycling Co Limited T/A C.S.S.I. has an opportunity for an Office Administrator to join their team. The ideal candidate will possess strong organizational and time management skills, demonstrate very good customer focus and interpersonal skills and must work well as part of a team. Responsibilities: · Dealing with customer enquiries over the phone and online · Dealing with phone calls and emails from suppliers and others · Taking and processing orders from customers and liaising with transport scheduler to ensure customers tasks are managed and completed · Processing sales invoices · Assisting with customer pricing/quotes · Processing and compiling destruction certificates for customers · Compiling monthly reports for customers where required · Other office and administrative duties as required by management Skills/Experience Required : · Previous experience in a similar role · Strong IT Skills, particularly Microsoft Office suite. · Fluent written and spoken English · Good communication skills · Excellent time management capabilities · Confidentiality · Customer focused Terms: · Contract Type: Full time permanent contract · Hours: 37 Hours per week. 08:30am to 5:00pm Monday to Thursday and 08:30am to 3:00pm Friday · Salary: Negotiable depending on experience
Cleaning Operative
Mount Charles Group are one of the largest and privately owned soft Facilities Management, catering and ancillary service/product providers in Ireland. If you are a customer focused individual and want to join a fun and family orientated business which believes people are our greatest asset, then we have a role for you! Our family values speak for themselves: Do the right thing, Have fun & grow together, Take pride in what you do! We are currently recruiting for a Cleaning Operative to join our team based at Ladbrokes Laurel Glen, Dunmurry. This is a great opportunity to join a world leading facilities management company. Working Pattern: The Mount Charles Group is an equal opportunities employer and welcomes applications from all sections of the community. Due to the number of applicants Mount Charles receives, we only respond to short-listed applicants. If you have not been contacted within six weeks of the closing date, you have not been selected for interview. Please note, the successful applicant's offer is subject to the Access NI (Basic) check prior to commencement of role. The Access NI Code of Practice is available upon request. Mount Charles Group has a policy on recruiting ex-offenders, a copy of which can be provided upon request. Having a criminal record will not necessarily prevent you from working for the Mount Charles Group. GREAT PEOPLE - GREAT SERVICE - GREAT FUTURE
Night Support Worker
Job Ref: 26-040-NSW-CROFT-WEB Job Role: Support Worker Salary: £12.60 per hour Contract: Permanent Location: Croft Communities, 71 Bloomfield Rd, Bangor, BT20 4UR Hours: 24 and 36 hour contracts available Flexibility is required to ensure the needs of the service are met. Support Workers must be available to work unsociable hours and on public holidays on a rotational basis. Working Pattern can be discussed. The Service: Croft Communities provide residential support to adults with learning disabilities. The Support Worker is part of the Croft Communities team and the main purpose of their role is to provide care and support to service users with a learning disability to enable them to live happy and fulfilled lives reaching their full potential within their local community. Mayne House is a residential service in Bangor, Co Down. Mayne House is registered with RQIA to provide residential care to 9 service users with learning disability. The service provides 24 hour tailored care. Croft Lodge is a seven bed wheelchair friendly respite unit which provides adults with learning disabilities the opportunity to come and enjoy a break with us. This service provides 24 hour tailored care and allows main carers to avail of a break to recharge. The Role: The role of Support Worker always requires a team approach with effective working relationships for the benefit of the service user. This includes: Assist service users with activities of daily living and facilitate inclusion of service users in a broad range of activities. Support service users with identified personal care and support needs. Support Workers are required to work flexibly and be available to work unsociable hours and public holidays on a rotational basis. Benefits: Essential Criteria: A minimum of 6 months caring experience (paid employment or personal caring responsibilities). Effective verbal and written communication to include numeracy skills. Interest in working with people in a care environment. Awareness of the needs of people with learning and physical disabilities. Apply online at: https://cedar-foundation.getgotjobs.co.uk/home Closing Date: 02nd March 2026 at 10am THE CEDAR FOUNDATION IS AN EQUAL OPPORTUNITIES EMPLOYER
Sales Manager
SHIFTS YOU ARE APPLYING FOR: 38hrs p/w; Sun 10:45 - 18:15; Mon 09:15 - 18:00; Tue 09:15 - 18:00; Wed 09:15 - 18:00; Fri 12:45 - 21:00 To be a successful Sales Manager, you will lead and inspire your team to prioritise outstanding customer service and achieve performance targets. Every day will be varied, fast paced, challenging but ultimately rewarding. People are at the heart of what we do so your experience in leading, coaching and motivating a team will be crucial to your success. You can count on us to invest in your personal development from day one. Flexible working options are available. About the Role: To be a successful Sales Manager you will: Support the Store management team across all product areas, back of house and running the store when needed Manage a team to deliver amazing service and accurate stock processes in an environment which is commercial, operationally efficient, safe and where targets are met Create an atmosphere where supporting, motivating and inspiring your team to be at their best is at the core of everything you do Demonstrate a hands-on approach for all commercial and operational activities by working alongside the team Ensure communication is up-to-date and accurate at all times in order to meet business needs We’ll offer amazing benefits (see list further below) About You: You are passionate about our customers, our people and our products. This passion and energetic approach to work inspires and motivate others, creating a great working atmosphere and team spirit You have exceptional commercial understanding, with the know how to create a fantastic shopping experience for our customers A team player who works at their best in a results driven, fast paced and challenging environment. You have the ability to adapt to change quickly, bringing the rest of the team on board with the new objectives A great communicator and can work naturally with people at all levels. You stay calm and approachable even under pressure - always realistic with your expectations of others Able to demonstrate the ability to problem solve, make sound business decisions, confidently challenge processes and generate innovative ideas to take the business forward Confident when dealing with people issues An effective multi tasker who can plan, organise and prioritise your workload What’s Next Press the apply button now to start your application. Once you have applied for the job, we will initially consider your skills and experience based on your application. If you match our criteria we will be in touch to arrange a Telephone or Video Interview to find out more about your job history and more about you as a person. The next stage would be an in store assessment. In order to apply for this position you must not have had an unsuccessful application for a similar role in 6 months. Benefits Fantastic rewards for doing a great job and achieving great results 25% off most NEXT, MADE*, Lipsy*, Gap* and Victoria's Secret* products (*when purchased through NEXT) 10% off most partner brands & up to 15% off Branded Beauty 60% off a generous (optional) working wardrobe allowance to buy clothes to wear for work Early VIP access to sale stock Hot deals and exclusive offers from over 3,500 retailers through our online benefits platform Free health and wellbeing services Life assurance You can register for a discounted health plan for you and your family Support Networks - Access to Network Groups to empower and celebrate each other
Retained Firefighters
JOB REQUIREMENTS PLEASE NOTE: • FAILURE TO UPLOAD ALL REQUIRED DOCUMENTS I.E. QUALIFICATIONS, I.D. ETC., AT SUBMISSION STAGE WILL AUTOMATICALLY RESULT IN AN INVALID APPLICATION. • APPLICANTS SHOULD SATISFY THEMSELVES THAT THEIR EDUCATIONAL QUALIFICATIONS MEET THE MINIMUM REQUIREMENTS FOR THIS POSITION. • APPLICANTS WITH NON-IRISH QUALIFICATIONS CAN AVAIL OF THE ON-LINE RECOGNITION OF FOREIGN QUALIFICATIONS SERVICE PROVIDED BY QUALITY AND QUALIFICATIONS IRELAND (QQI) AND MUST SUBMIT PROOF OF SAME WITH THEIR APPLICATIONS. • FAILURE TO FULLY COMPLETE EACH QUESTION ON THE APPLICATION FORM MAY DEEM YOUR APPLICATION INVALID (ANSWERS WHICH REDIRECT TO OTHER RESPONSES ARE NOT PERMITTED). Minimum Eligibility Requirements QUALIFICATIONS CHARACTER A Firefighter must be of good character and shall not at any time bring the County Council into disrepute. Employment will be subject to the provision of satisfactory references and Garda Vetting. AGE A Firefighter must be not less than 18 years on the first day of the month in which the latest date for receiving application forms occurs. A birth certificate must be submitted to the County Council as proof of age before a person is engaged as a recruit. EDUCATION Firefighters must have attained a satisfactory level of education to enable them to perform satisfactorily as a Firefighter and to successfully undergo the appropriate training. HEALTH A Firefighter shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Each applicant must be free from any defect or disease which would render him/her unsuitable to hold the office. An operational Firefighter is required to maintain an appropriate level of physical fitness. DRIVERS LICENCE A recruit Firefighter shall possess a valid full current Category B Driving Licence at the time of applying for the post and ideally a Category C Driving Licence for HGV with up to eight passengers. All newly appointed Retained Firefighters will be required to attain a Category C Driving Licence. Firefighters will co-operate with further Driver Training and will be required to drive fire service vehicles, if operationally needed. Failure to attain a Category C licence, within the probationary year, may result in termination of employment. If a Firefighter has their licence suspended or removed for any reason, they must immediately inform the County Council, and it shall be dealt with through the Council’s disciplinary procedure and may result in termination of service at the absolute discretion of the County Council. GARDA VETTING The successful candidate will be subject to the Garda Vetting Procedures in line with the provisions of the National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 as appropriate (or any subsequent amendments to the legislation mentioned) in advance of appointment and on a periodic basis thereafter for the duration of their employment. RESIDENCE Persons appointed must live and work within a maximum of 8 minutes travel time from the designated Fire Station (based on GPS navigation planner e.g. Google maps or similar as determined by Kilkenny County Council) to allow them to respond for the duration of their employment as a Firefighter. The Council retains the right to request further evidence, if required on the information supplied, for the purpose of verification of place of residence and location of employment. A Firefighter shall notify the County Council in writing of any subsequent changes of residence or place of employment. A change of residence or place of employment that would place the Firefighter outside these limits will mean automatic termination of employment. The Council will check this prior to appointment and at periodic intervals after appointment. OTHER EMPLOYMENT Written evidence must be provided from the employer as to availability prior to appointment, and the County Council in its sole discretion, shall decide as to whether the availability as so provided is acceptable. If the Firefighter's primary employer subsequently changes their conditions of employment and does not allow the Firefighter to attend fire calls or drills during working hours, employment will be terminated. Self-employed must also provide written evidence as to availability prior to appointment. Such written evidence must cover a candidate's availability for initial training and for fire and other calls, drills, training and such other duties which the Firefighter may be required by the County Council to perform. JOB DUTIES AND RESPONSIBILITIES DUTIES OF THE ROLE SHALL INCLUDE: A Firefighter shall be required to attend at fires and other emergencies, drills, displays and other duties at such times and for such periods as required by the County Council. Failure to respond promptly to fire or other emergency calls will be addressed through the Local Authority’s disciplinary procedure. Firefighters shall be available and capable at all times when required for attendance at fires or other incident types. Each Firefighter who attends for Fire Brigade service must be prepared to accept the work entailed and to fulfil to the best of their ability their duty as a Firefighter in the saving of life, saving of property and the fighting of fires or other such emergencies. Every Firefighter must comply with Kilkenny County Council’s Crew Management Arrangements for Retained Firefighters. Firefighters who are on standby during fires or other incidents shall remain at the Station and perform such duties as may be assigned by the Station Officer from time to time during the callout. When required a Firefighter will substitute for any other Firefighter absent through sickness, annual leave or any other reason. Firefighters shall ensure that the Fire Station is kept clean and tidy at all times. Firefighting equipment shall be kept clean, inspected, tested and maintained properly and stowed away in a safe manner. Firefighters are required to adhere to and co-operate with all National and Local Agreements pertaining to the Fire Services. Firefighters will be required to attend Training Courses as directed. Firefighters must undertake driving duties as required. Comply with all organisational policies, procedures and legislation. Firefighters shall be responsible for items of personal equipment issued to him/her in connection with his/her employment. Each Firefighter shall carry a Fire Brigade pocket alerter at all times and it shall be his/her responsibility to ensure that it is kept in proper working order. Any other duties as may be assigned from time to time. PARTICULARS OF OFFICE TYPE OF POST To form a panel from which relevant vacancies may be filled. CONDITIONS OF EMPLOYMENT Employment The employment is part-time and pensionable. The initial employment will be for a probationary period of one year (and may be extended if required). Retirement A Firefighter shall retire upon attaining age of 55 years, or where the Firefighter wishes to serve beyond that age and the fire authority who employs him or her is satisfied that he or she is medically fit to continue to serve as a Firefighter upon attaining that age but not beyond attaining the age of 62 years. A retained Firefighter shall retire upon attaining the age of 55 years (minimum retirement age). Where they wish to serve beyond that age, and the employing fire authority is satisfied that the retained Firefighter is declared medically fit to do so, having undergone the appropriate annual medical assessment, the retained Firefighter may continue to serve upon attaining age 55, but not beyond attaining the age of 62 years (62nd birthday). Where a retained Firefighter is declared not to be medically fit to continue to serve as a Firefighter, they shall retire. Retained Firefighters are therefore required to make an application for an extension to be made to their existing contract of employment, six months in advance of their next birthday, in each year an extension sought. Any significant change in a Firefighter’s medical condition during the extended period must be notified to the employer. Health A Firefighter shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Medical Examination Before recruitment, in order to ascertain the health of a candidate, successful applicants shall undergo such medical examinations (which may include x-ray and/or other special tests) as the County Council considers necessary. The County Council will nominate the medical examiners. The candidate must comply, at their own expense, with such remedial requirements as the County Council consider necessary. An Operational Firefighter shall agree to participate in the Occupational Health Scheme for Retained Firefighters in operation by Kilkenny County Council, and at any time, if requested by the County Council, undergo such medical examinations by medical examiners as nominated by the County Council, and attend medical examinations in accordance with the frequency set down in the Occupational Health Scheme for Retained Firefighters as issued by the LGMA to Local Authorities. Any defects discovered pertaining to a medical examination will not be remedied at the County Council's expense. Retention as an operational Firefighter will depend upon receipt of satisfactory reports by medical examiners and to the general condition above as to health. On reaching 55 years of age or sooner, if found to be medically unfit, a Firefighter shall cease to be a Firefighter. An operational Firefighter is required to maintain an appropriate level of physical fitness. Probation Before appointment as a Firefighter, a recruit shall attend and successfully complete the three-week Firefighter Skills Training Course. Recruit Firefighters will be required to undergo and successfully complete the following recruit training programmes during their probationary period: a three-week Recruit Firefighting Skills Course including manual handling, a two-week Breathing Apparatus Initial Wearers' Course, attainment of a HGV “C” Driving Licence, a one-week Breathing Apparatus Compartment Fire Behaviour Course, and any other course that the County Council may consider necessary. Training Fees will be paid at the current hourly rate for Firefighters during training. This hourly rate is currently €26.04. Failure to successfully complete all of the above courses will result in the termination of the Firefighter’s employment as the recruit Firefighter has failed in achieving the appropriate competency to undertake the role. Some or all of the above courses will be held at a training facility, which may or may not be situated locally. From the date of commencement as a recruit Firefighter, there shall be a period of 12 months during which the recruit Firefighter shall be on probation. During this time the recruit Firefighter shall be continually assessed to determine his/her suitability for continued employment. Such period of 12 months may be extended at the absolute discretion of the County Council. The recruit shall not become a permanent Firefighter at the end of the period of probation unless the County Council is satisfied that the Firefighter has been satisfactory in all respects. Remuneration A Firefighter shall be paid at the appropriate approved national rates of Fire and Drill Fees and Retainer Fees and in accordance with any national agreements for retained Firefighters. Payment of fees is currently made fortnightly. RETAINER ALLOWANCE €16,852.00 - €20,251.00 per year Annual Leave The terms of the Organisation of Working Time Act, 1997 shall apply. A Firefighter’s annual leave entitlement will be calculated in accordance with the Organisation of Working Time Act 1997 and S.I. 473 of 2001 Regulations. A Firefighter is entitled to a maximum of 4 working weeks i.e. 28 days. Payment for annual leave will be 8% of earnings inclusive of community fire safety, station duties, drill hours, training hours and average of calls in previous 52 weeks. A Firefighter will be required to comply with the terms of the Crew Management Arrangements for Retained Firefighters as operated by Kilkenny County Council. In cases of Annual Leave, advance notice must be given to the Station Officer or in their absence, to the Sub-Officer in advance of the first day of Annual Leave. Approval of annual leave will be subject to minimum crewing levels being maintained at station level. Each Firefighter must use their leave sheet or other means to record such annual leave absences. The provision of annual leave will be on the basis of 50% of annual leave on periods which the Firefighter is rostered on and 50% of periods which the Firefighter is rostered off for attendance at calls. Safety Health and Welfare Kilkenny County Council acknowledges its role in protecting the safety, health and welfare of its Firefighters. The County Council is committed to implementing and maintaining a programme that ensures, where possible, that all risks and hazards are eliminated or controlled to an acceptable level. The County Council will implement safe systems of work and methods to protect the safety, health and welfare of its Firefighters. A Firefighter shall comply with Section 13 of the Safety Health and Welfare at Work Act 2005, and shall familiarise themselves and cooperate with the terms of Kilkenny County Council’s safety management system and associated Policies, Procedures and Guidance. Learning and Development It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. In addition, there are many opportunities for further professional and personal development. A Firefighter will be required to comply with the requirements of the Kilkenny Fire Service Training Policy, Annual Training Programme and Drill Night Programme. A Firefighter must attend other relevant courses run by the Fire Authority or the National Directorate for Fire and Emergency Management. A Firefighter shall attend and participate in drills and shall undergo from time to time, courses and further training as required or deemed appropriate by the County Council. The County Council shall decide the location or locations of the training. Adequate advance notice shall be given to Firefighters. This training may include ongoing assessments as deemed appropriate. Attendance at drills and training will be required whether the Firefighter is rostered on or off, unless on approved leave. A Firefighter shall be expected to acquire a level of training and knowledge as to enable them to interchange with and act as substitute for all personnel at operational level in the fire service of the County Council. Training Fees will be paid at the current hourly rate for Firefighters during training. This hourly rate is currently €26.04. Attendance at Drills and Incidents There is an obligation on Firefighters to attend at alert or fire calls and at drills. This is the basis on which a retainer is paid. The onus on arranging to receive an alert or fire call shall rest with the Firefighter. Notwithstanding any other disciplinary action that the County Council may apply, failure to attend or participate in 85% of all drills in any quarter of a year, without good reason, will be addressed through the Local Authority’s disciplinary procedure. In the case of an alert or fire call the Firefighter shall attend all calls within their Rostered-On duty Period (24 Weeks per annum). Firefighters who attend calls will be remunerated as per the Crew Management Arrangements for Retained Firefighters as operated by Kilkenny County Council. Where the Chief Fire Officer considers that a Firefighter is not fulfilling the above attendance standards which he or she considers reasonable in all the circumstances, the Chief Fire Officer will consider the matter of attendance under the Council’s disciplinary policy. Subsequent continuing failure to meet the above attendance standards, without good reason, shall be dealt with through the disciplinary procedure, and may result in termination of service at the absolute discretion of the County Council. Absences A Firefighter will be required to comply with the terms of the crew management arrangements for retained Firefighters and the Attendance Management Policy as operated by Kilkenny County Council. Sick Leave If absent on sick leave, the Firefighter must immediately inform his or her Station Officer or Sub Officer. Where a Firefighter is absent due to sickness for three or more consecutive days, they shall submit a sick leave certificate to the Council from a medical doctor. The medical certificate must be signed and state the medical practitioner’s Medical Council registration number, and fitness for work as a Firefighter or otherwise. In general, medical certificates are required to be submitted on a weekly basis in cases of absences extending beyond one week. Depending on the nature of the absence, a medical certificate of fitness and or independent medical review may be required prior to a Firefighter resuming operational duties following a period of sick leave absence, having regard to the nature of the illness or injury and or length of absence at the absolute discretion of the County Council. A Return to Work Form must be completed with the Line Manager when a Firefighter returns to work after any period of sick leave. Arrangements for payment during sick leave will be made in accordance with the relevant Public Service Sick Leave Scheme in place, which may be reviewed from time to time. Clothing and Equipment Personal Protective Equipment relevant to the role of the Firefighter shall be issued and replaced as required by Kilkenny Fire Service. Each Firefighter on appointment shall be issued with appropriate clothing and equipment. While on duty a Firefighter shall use the clothing and personal equipment provided by the Council and same should be left in the fire station immediately after cessation of duty. The above Personal Protective Equipment and equipment shall be stored in the Fire Station and the Firefighter shall respond to the Fire Station to change into their fire kit. Each Firefighter shall be responsible for their issue of clothing and items lost or damaged due to the Firefighter's fault shall be replaced at the Firefighter's expense, by deduction of the cost from fees due to them. Each Firefighter on appointment shall also be issued with an alerter by the Council. The Firefighter shall carry the alerter at all times when on duty and shall not give it to any other person. They must maintain the alerter in good working condition and shall report any defects to the Station Officer or Sub Officer. The alerter is the responsibility of each Firefighter. The cost of repair of any damage to or replacement cost in the event of the loss of the alerter will be borne by the Firefighter. A Firefighter shall return to the Council on request, and in any event upon the termination of employment, all property and equipment belonging to the Council which are in their possession or under their control. Public Service Pension Scheme Membership of the Single Public Service Pension Scheme is compulsory for all new entrant Retained Firefighters who commence employment on or after 1 January 2013. The provisions of the Single Public Service Pension Scheme will apply in the case of Retained Firefighters, with the exception of minimum pension age, as an earlier pension age is applicable to those employed in the retained fire service. Circular letters S. 6/2013 and S. 6/2013 amended apply.
Healthy County Coordinator
The Role Leitrim County Council invites applications from suitably qualified candidates with relevant experience for the position of Healthy County Coordinator. The Healthy County Coordinator is an Administrative Officer grade post. The Coordinator will be assigned functional responsibility for the management of the Leitrim Healthy Ireland Programme area. The Coordinator is the primary point of contact and liaison with other sections in relation to all operational matters for the Healthy Ireland Programme for which they are responsible, as well as other assigned duties or functions, depending on the organisational arrangements in place. The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The Coordinator is responsible for management of the day to day operations of the relevant programme and is a contributor to the strategic and policy making decisions of the local authority. They will be expected to contribute to the development and implementation of policies and strategies and to work closely with the elected councillors, Oireachtas members and senior managers in delivering services to the highest standard. The post holder may represent the Local Authority on committees and at meetings, including, for example, Municipal District meetings and Strategic Policy Committee meetings, and may be asked to report on progress in their respective section or department. The post holder will be expected to support the operations of the elected Council, the Strategic Policy Committees, Local Community Development Committee and Healthy Ireland Sub Committee, Municipal Districts and other Council structures. The job description below outlines the requirements for the position, which operates within a multi level governance environment from municipal district and community level to national and European Union levels. The post holder will be responsible for coordinating, influencing and aligning activity across political, managerial, sectoral and community domains, working at local, municipal district, plenary, regional, national and European levels. The position requires professionals with the ability to coordinate, influence and lead cross sectoral and community initiatives that address health inequalities, promote prevention and build resilient, inclusive places within their designated Local Authority. The role will support the delivery of the emerging outcomes framework for Healthy Ireland in 2026 and the World Health Organization European Healthy Cities Network Phase Eight objectives at local and regional levels. The role prioritises actions to improve the wider determinants of health through local government’s statutory and developmental responsibilities, with a strong emphasis on empowering communities, research and innovation, intersectoral collaboration, data management and evidence informed decision making. While this is not a conventional Administrative Officer position, the post holder should be aware that, should the need for the role cease to exist, they can be moved or reassigned within the local authority on a grade equivalent basis. The Duties The Healthy County Coordinator will perform such duties as may be assigned from time to time, which will involve the facilitation, implementation and promotion of the policies and objectives of Leitrim County Council for the advancement of the Healthy Cities and Counties Programme. The duties of the post of the Healthy County Coordinator may include, but will not be limited to, the following: • Work intensively with communities of interest and place to co design, develop and implement locally tailored wellbeing initiatives • Apply principles of empowerment, participation, social justice and equality in all aspects of planning and delivery • Work with relevant Healthy Ireland partners to ensure integrated and improved delivery of health and wellbeing initiatives and support programmes • Use and gather relevant local datasets to target communities experiencing the greatest health inequities and build evidence case for resource allocation or intervention • Develop a five year Healthy Cities and Counties Work Programme based on local need and priorities, established from innovative and participatory community engagement and needs assessment exercises, with Annual Action Plans comprising of Healthy Ireland Fund or similar funding to action local priorities • Participate in Regional Healthy Ireland Coordinator Cluster and National Network fora • Map, align and leverage local authority activities that influence the wider determinants of health and include them within relevant Healthy Ireland data gathering exercises • Advise elected members and senior executives on relevant policies and programmes related to health, equality and wellbeing and deliver relevant upskilling and enabling opportunities • Facilitate Local Authority wide or Regional Health and Wellbeing Networks and support the development of local wellbeing forums and wellbeing leadership initiatives within communities • Work confidently and sensitively with elected representatives, senior executives and cross sectoral leaders to address determinants of health activity within the local authority • Act as a catalyst and connector across directorates and sections such as planning, transport, housing, environment and community to align activity with health and wellbeing objectives • Champion whole system, place based, preventative approaches to health and wellbeing, working across local authority directorates and with external partners to create enabling environments that foster wellbeing for all • Explore resource mechanisms across all Government Departments and at European Union level to address local community priorities • Leverage research, data, innovation and World Health Organization and European Union collaboration to encourage local government leadership in improving health and wellbeing outcomes • Develop or contribute to funding bids where appropriate in conjunction with communities to resource local priority initiatives • Capacity to influence, align and coordinate across internal directorates and external stakeholders and demonstrate partnership management and stakeholder engagement skills for example coordination of Sláintecare Healthy Communities Local Implementation Team • Use local data, research and evidence to shape decisions and measure outcomes • Represent the Local Authority in regional and national networks and participate in international platforms such as the World Health Organization European Healthy Cities Network • Drive whole of local government, whole of community and whole of place approaches to wellbeing, focusing on the social, economic, environmental and cultural determinants of health • Any 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 Local Authority. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. The Qualifications Character Candidates shall be of good character, with a friendly, open and outgoing disposition. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Citizenship Candidates must, by the date of any job offer, be: i. A citizen of the European Economic Area. The European Economic Area consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom; or iii. A citizen of Switzerland pursuant to the agreement between the European Union and Switzerland on the free movement of persons; or iv. A non European Economic Area citizen who is a spouse or child of a European Economic Area or United Kingdom or Swiss citizen and has a stamp four visa; or v. 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 four visa; or vi. A non European Economic Area citizen who is a parent of a dependent child who is a citizen of, and resident in, a European Economic Area member state or the United Kingdom or Switzerland and has a stamp four visa Education, Training and Experience Each candidate must, on the latest date for receipt of completed application forms, have: a) A third level degree National Framework of Qualifications Level eight or higher in a relevant field such as community or sports development, youth work, social sciences, public health, social policy, public administration, planning or related discipline b) A minimum of two years relevant experience in any of the following: • Local government, public sector or similar roles involving strategic planning, project coordination or community engagement • Work with disadvantaged communities or target populations to address social exclusion or inequality • Cross sectoral coordination or partnership development • Policy development, research or evaluation related to the determinants of health • Operating effectively within political, community and policy making environments, demonstrating ability to work across boundaries of role, sector and geography • Project management and delivery, budgeting and performance monitoring experience Notes • Candidates must submit a copy of educational qualifications meeting the requirements of section four a above with their application • Applications received without the necessary documentation will be deemed ineligible and will not be considered further • Non Irish qualifications must be accompanied by a determination from Quality and Qualifications Ireland to establish their comparability against the Irish National Framework of Qualifications. Foreign language qualifications must also be accompanied by a translation document Candidates must also hold a current valid and unendorsed driving licence in respect of category B vehicles or equivalent in the European Union Model Driving Licence and must advise if this is not the case. A copy of licence must be submitted with your application. The Ideal Candidate Shall Have • Knowledge and understanding of Sláintecare Reform and Healthy Ireland Outcomes Framework • Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders • An understanding and or experience of local government structures and political environment • Facilitation and group work skills • Understanding of those who experience health inequalities • Experience of report writing, strategic planning and funding application processes • Effective communication skills • Excellent information technology and administration skills, including Microsoft Word, Excel and PowerPoint • Experience in managing budgets and finances and experience with processing payments • An understanding and or experience in gathering qualitative and quantitative data, analysis, research and evaluation to policy and practice • Appreciation of use of social media and varied communication platforms • Understanding of multi level governance and or experience of working across local, regional, national and European contexts The Principal Terms and Conditions The post is whole time, permanent and pensionable and will be based in Leitrim County Council Offices in Carrick on Shannon, County Leitrim. A panel will be formed from which Healthy County Coordinator vacancies arising during the lifetime of the panel, twelve months, may be filled. Duties The duties of the office are to give to the local authority and a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub paragraph a of this paragraph Under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of an administrative, supervisory and advisory nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputising for other officers of the local authority. The duties will include, but will not be limited to, the duties set out under the Duties Section above. Salary The salary scale for the position of Healthy County Coordinator Administrative Officer Analogous will be within the range scale effective from first February 2026: €60,611 - €62,095 - €63,826 - €65,563 - €67,300 - €68,852 - €70,442 - €71,982 - €73,518 - €76,149 LSI1 - €78,795 LSI2 Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. The holder of the post shall pay to the local authority any fees or other monies other than his or her inclusive salary payable to or received by him or her by virtue of the post or in respect of any services which he or she is required by or under any enactment to perform. Residence The holder of the post shall reside in the district in which his or her duties are to be performed or within a reasonable distance thereof and will be required to serve in the Local Authority’s Offices, or wherever assigned by the Local Authority. The holder of the post will be based in Leitrim County Council Offices in Carrick on Shannon, County Leitrim. Leitrim County Council reserves the right to, at any time, reassign an employee to any Department now or in the future. Leitrim County Council reserves the right to, at any time, assign an employee to any base or to any premises in use by the Council now or in the future. Probation All contracts will be subject to a probationary period, during which the performance of the successful applicant will be regularly evaluated. Where a person is permanently appointed to Leitrim County Council the following provisions shall apply: a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation b) Such period shall be one year but the Chief Executive may, at his or her discretion, extend such period c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory d) There will be ongoing assessments during the probationary period Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he or she is appointed to a permanent position, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Annual Leave The annual leave entitlement for this post will be 30 days per annum. Annual leave year runs from first January to thirty first December. Working Hours The successful candidate’s normal hours of work will be 35 hours per week, Monday to Friday. The Council reserves the right to alter hours of work from time to time. The nature of the role will require flexibility in working outside of normal hours, including evenings and or weekends, as necessary. All hours of work will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act 1997 and the Organisation of Working Time Regulations 2001. Superannuation All new entrants to pensionable public service employment on or after first January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5 percent of net pensionable remuneration plus 3 percent of pensionable remuneration. Pension and retirement lump sums for members of the Single Public Service Pension Scheme will be based on career average pay. Pensions will be coordinated with the State Pension Contributory Scheme. Persons who are pensionable under the Local Government Superannuation Consolidation Scheme 1998 and are liable to pay the Class A rate of Pay Related Social Insurance contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5 percent of pensionable remuneration plus 3.5 percent of net pensionable remuneration, that is pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children. You will also be required in respect of the Local Government Spouses and Children’s Contributory Pension Scheme to contribute to the local authority at the rate of 1.5 percent of pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of Pay Related Social Insurance contribution will be required in respect of his or her superannuation to contribute to the local authority at the rate of 5 percent of pensionable remuneration. You may also be required to pay Spouses and Children or Widows and Orphans contributions at the rate of 1.5 percent of pensionable remuneration. Retirement Age The Single Public Service Pension Scheme as provided by the Public Service Pensions Single Scheme and Other Provisions Act 2012 commenced with effect from first January 2013. The Act introduced new retirement provisions for new entrants to the public service appointed on or after first January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. In accordance with Circular Letter 24 2020 Single Pension Scheme Members normal retirement age will be in line with the age of eligibility for the State Pension Contributory. Compulsory retirement age will be 70. There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation Miscellaneous Provisions Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation Miscellaneous Provisions Act 2004, had been subject to a compulsory retirement age of 65 years. The Public Service Superannuation Age of Retirement Act 2018 provides for an increase in the compulsory retirement age of most pre 2004 public servants from age 65 to age 70. Pension Abatement If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to, or in receipt of, a pension from the Civil or Public Service, or where a Civil or Public Service pension comes into payment during the appointee’s re employment, that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions Single Scheme and Other Provisions Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department, Office or Body will support an application for an abatement waiver in respect of appointments to this position.
