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Waiter / Waitress / Food & Beverage Assistant

Jurys InnDublinFull-timeCharity

Job Ref: JI3774 Branch: Jurys Inn Dublin Christchurch Location: Jurys Inn Christchurch, Dublin Salary/Benefits: Competitive Salary Contract type: Casual Hours: Full Time Posted date: 17/06/2019 Closing date: 03/07/2019 We Welcome Happy #happyistheplacetobe Jurys Inn, we are recruiting for a Food and Beverage Crew Member to join our great team in the bar and restaurant areas. We are looking for an enthusiastic, genuine and friendly person who really enjoys working in hotels and wants to provide great hospitality to our guests, contributing to them having a Happy stay with us. As a Food & Beverage Crew Member We want you to be part of a great and diverse team working together to provide great hospitality and products to our guests in the restaurant, bar or conference departments. We set high standards for ourselves so that we can surprise and delight our customers and deliver a great experience. What we want you to have - About Jurys Inn Christchurch A 2-minute walk from Christ Church Cathedral and 4 minutes' walk from Dublin Castle, this modern hotel on a vibrant street is within 6 minutes' walk from a tram stop and 7 bus stops. Streamlined rooms provide free Wi-Fi, flat-screens and desks, in addition to tea and coffeemaking facilities. Upgraded rooms add minibars, safes and pillow-top mattresses. Some quarters offer Cathedral views. Room service is available. There's a relaxed restaurant with a lounge area and a chic bar. There's also a coffee shop. About Jurys Inn We've come a long way since we opened our first hotel in 1993: now Jurys Inn has sites across the UK, Ireland and the Czech Republic, plus we have 4,000 people! We are part of the Fattal Group which has hotels across the EU - Israel, Germany, Spain & Italy to name but a few. We won Best Small Hotel Group at the 2018 Business Travel Awards - and we've got exciting plans for the future. We're investing in new systems to make working and staying here even better, and with strategies for progress, your career can grow along with our business As an employer of choice, we put a big emphasis on career development and as a rule we recruit our operations team members for personality rather than experience - it is all about you and how you interact with others, how you can demonstrate our values which are to be: Consistent, Friendly, Genuine, Positive and Willing We believe in developing our people and growing our management teams through our excellent Learning & Development programmes. 80% of our General Managers joined the business in operational roles and have progressed through the Company with the help of our great development and the opportunities that exist being a multi-site and growing business. What is life like in Jurys Inn & Leonardo Hotels UK and Ireland? Our hotels are busy environments with lots of guests passing through each day. All roles within Jurys Inn & Leonardo UK and Ireland offer customer interaction, a great deal of variety and a fun & friendly working environment. We strive to make Jurys Inn & Leonardo Hotels UK and Ireland, a great place to work and we get all our teams involved in engagement activities such as summer BBQ’s, the annual charity challenge, monthly birthday celebrations, fun Fridays and much, much more. We think it is a great place to work and so do our teams throughout Jurys Inn & Leonardo Hotels UK and Ireland... making us an employer of choice. Our Vision & Values Our vision is very simply, we aim to exceed our guests’ expectations by delivering outstanding results through exceptional people.

2 hours ago

Senior International Officer

Dublin City UniversityDublinPermanent

Senior International Officer International Office Permanent Contract (Grade V) The University Dublin City University is a university of transformation and enterprise, and is widely recognised as a dynamic and innovative institution that is distinguished both by the quality and impact of its graduates and by its focus on the translation of knowledge into societal and economic benefit. Having grown its student population by more than 50% in the past five years, DCU is Ireland’s fastest growing university and today hosts more than 17,000 students across its three academic campuses (DCU Glasnevin Campus; DCU St. Patrick’s Campus; DCU All Hallows Campus). With five campuses in total (three focussed on Academic matters, one on Innovation, and one on Sports) in close proximity, DCU now has a substantial footprint in the Glasnevin-Drumcondra region of North Dublin. The University is committed to internationalisation and to the development of international strategic alliances. The International Office, under the leadership of the Office of External Affairs, is responsible for developing and delivering the University’s commitment to internationalisation. The International Office is involved with many activities that result in the recruitment of international students and the coordination of students for participation in exchange programmes worldwide. Amongst its many activities, the Office is responsible for the promotion of DCU at international events and the support of international students – both at the pre-arrival stage and upon arrival at DCU – and acts as a ‘one-stop-shop’ for queries of various natures. Function This postholder will be responsible for developing and delivering international student recruitment within the context of the wider International Office team, working with teams in Faculties and in Professional Services ensuring outcomes are aligned to the University’s strategic aims. The postholder will role model leadership and lead a cohesive and influential international recruitment function. He/she will understand the imperative to meet the University’s stretching student recruitment targets in line with the University’s growth trajectories. They will identify business risks and opportunities, and provide flexible, innovative solutions that will deliver on targets. He/she will continually evaluate their own impact, and the overall function, in order to improve as a professional and drive sustainable performance. The role will, in the first instance, focus on coordinating student recruitment in some of the University’s priority markets and assist in developing new markets as identified in the University’s strategy. This focus may change over time with the development and expansion of the Office. The successful candidates will be expected to represent DCU at events abroad and spend time travelling overseas. They will work under the direction of the International Office Director and as part of a dedicated team. Relationships The Senior International Officer will report to the Global Recruitment Manager and will liaise closely with the Director of the International Office, International Office staff, colleagues within offices of the Office of the Vice President for External Affairs, and the wider University community (Faculty Offices, Registry, etc.). Main Duties and Responsibilities 1. Work across the University to deliver an international recruitment function supportive of meeting stretching recruitment targets using data analysis and market intelligence to create persuasive arguments. Contribute to the production of market plans, regional updates and other market/country specific briefing papers. 2. Responsible for working collaboratively with colleagues across the University to ensure internal and external recruitment needs are being met, develop shared insights, priorities and activities as part of the organisational plan and strategy. 3. Support applicants, and their advisors, through the admissions and assessment process. 4. Provide regular performance related data analysis reports demonstrating in depth knowledge of the recruitment environment for any allocated region, modelling an appropriate strategy for the University, working to a budget, deploying innovative tactics to drive up recruitment. 5. Capture recruitment intelligence through horizon scanning, competitor analysis and other methods to support the strategic business information to academic units, using technical tools, i.e. CRM, with a view to advising on recruitment requirements and opportunities abroad. 6. Responsible for external international stakeholder engagement in the region – agents, ministries, sponsors, schools, universities, Education Ireland, and other professional bodies - measuring the effectiveness of activities in terms of return on investment, improvements to profile raise, and enrolments. 7. Represent the University at international recruitment events and meetings. Coordinate internal visits by international partners. 8. Work closely with in-country representatives to ensure they are targeting their activities appropriately. Provide regular communications and carry out planned visits with existing and prospective international agents overseas to build strong and productive relationships in the recruitment of international students. 9. Working with colleagues across the University to identify, develop and/or maintain various marketing communications activities to widen the reach, create engagement and raise the profile of the University in designated countries. This may include the management of country-specific social media profiles, publications and tailored communications to enquirers and applicants. Advise of trends within social media, websites and online marketing channels for an international audience. 10. Support high professional standards across the University within the recruitment environment drawing on external professional service standards, providing leadership and training to develop staff. 11. Contribute to the development of operational policy and service as appropriate, aligned with the strategic aims and objectives of the department. The International Office is constantly improving and all IO professionals are expected to engage in alternative roles in other areas of the IO or the wider University, for personal and professional growth or where it may be operationally required. The role requires flexibility, initiative, resilience, the ability to work out of hours and overseas regularly. Requirements: 1. Candidates must hold a primary degree and have a minimum of three years’ experience working in a relevant area (i.e. recruitment, sales, marketing, higher education). 2. Knowledge of the Irish higher education sector, including recruitment processes and infrastructure, and the experience of international student recruitment or marketing would be advantageous. 3. Demonstrate significant experience of operating nationally and internationally with a strong cultural awareness. 4. Evidence of involvement in successful business development and implementation of a strategy that has delivered on or exceeded measurable targets. 5. Demonstrable experience in pipeline management (preferably related to the student journey) and understanding of education recruitment markets and demands. 6. Evidence of an outward looking and future focussed approach, horizon scanning and using professional networks to identify trends and innovative approaches that will inform the recruitment and conversion strategy. 7. Effective communication skills including negotiation, persuasion and influencing colleagues and stakeholders 8. Good understanding of marketing and recruitment techniques primarily digital and social media and networking sites for promotional campaigns. 9. Evidence of providing high quality customer care focusing on the delivery of a personalised and positive experience. Exceptional client relationship management and customer services skills and the ability to work across complex boundaries and locations. 10. Evidence of working collaboratively with colleagues and senior leaders, where shared insights, priorities and activities have been developed as part of the plan and strategy. For further information on general aspects of this position or Informal enquiries, please contact: Mr. Paul Smith, Director of International Office, email: paul.smith@dcu.ie Salary Scale: €47,386 - €57,099 Closing Date : 1st July 2019 Application Procedure Application forms are available from the DCU Current Vacancies website at http://www.dcu.ie/vacancies/current.shtml and also from the Human Resources Department, Dublin City University, Dublin 9. Tel:+353 (0) 1 7005149. Please clearly state the role that you are applying for in your application and email subject line: Job Ref #BC1009 Senior International Officer, International Office Applications should be submitted by email to hr.applications@dcu.ie or by Fax: +353 (0)1 7005500 or by post to the Human Resources Department, Dublin City University, Dublin 9. Dublin City University is an equal opportunities employer

2 hours ago

Export Customer Care Advisor

CMA CGMDublin

CMA CGM, founded by Jacques R. Saadé, is a leading worldwide shipping group. Its 504 vessels call more than 420 ports in the world on all 5 continents. In 2017, they carried 18.9 million TEUs (twenty-foot equivalent units). Now headed by Rodolphe Saadé, CMA CGM enjoys a continuous growth and keeps innovating to offer its customers new maritime, terrestrial, and logistical solutions. With a presence in 160 countries and through its 755 agencies network, the Group employs more than 30,000 people worldwide, including 2,400 in its headquarters in Marseilles. MAIN PURPOSE Provide a high standard of accuracy with bookings to our customers. To offer the customer high level of communication at all times and ensure we are offering them a quality service. To lead and drive improvements in relation to quality and productivity within the team and meet set KPI’s. MAIN RESPONSIBILITIES Customer care & client interaction. We offer a competitive salary, 25 days annual leave (plus bank holidays) increasing with length of service, non-guaranteed bonus, pension scheme, life assurance, cash health plan including an Employee Assistance Programme, plus the opportunity to work within a highly engaged team in a challenging and fast paced environment. Closing date for applications: Midnight on Midnight on Sunday 30th June 2019 Please note that when you click “Apply”, you will be transferred to the career portal. Please make a note of the Job Requisition ID number so you can locate the vacancy and progress your application. You will also be required to log in or register on the career portal to progress your application. If you do not hear back from us within four weeks, please assume that on this occasion you have not been successful. Please ensure you are familiar with the CMA CGM Corporate Internal Mobility guidelines

2 hours ago

Administrator I

Dublin City UniversityDublinPermanentGraduate

Graduate Studies Office Administrator I (Grade VI) Permanent Overview Led by the Dean of Graduate Studies, the DCU Graduate Studies Office directs development of all aspects of graduate education in the University. Graduate studies are central to our teaching, learning and research mission. The University hosts approximately 800 research students and over 2,700 taught postgraduate students. Our external engagements with enterprise and wider academia are manifest through activities at graduate level nationally and internationally. Our research profile is significantly contributed to by the work of research students, and our national and international standing is influenced by the perception of our taught postgraduate offerings and experience. Internationalisation of DCU is most advanced at graduate level; this is seen through recruitment of graduate students, pan-European graduate training programmes and international scholarship programmes. The responsibilities of the Graduate Studies Office include coordinating and facilitating research student support and development, working with Schools and Faculties to develop the University’s policies in relation to best practice in research degrees and in research supervision, coordinating processes and supports relevant to graduate students, representing graduate student interests in decision-making internally and on appropriate external bodies, representing DCU at appropriate national and international fora, implementing inter-institutional initiatives relating to graduate education, administering scholarships and payments for research students and providing orientation, advice and training opportunities for students and staff. Relationships The successful candidate will be responsible for and will liaise with the Dean of Graduate Studies regarding the general management of the Graduate Studies Office and the functions attaching thereto. S/he will also work closely with both external and internal stakeholders. Examples of external interactions which may expand in keeping with University and/or Graduate Studies strategic objectives include: Linked Providers, Joint Collaborative Institutions, Quality in Postgraduate Research coordinators, European University Association- Council for Doctoral Education members, Irish University Association Deans of Graduate Schools members. Internally the successful candidate will work closely with units and members of staff of the University, such as: Academic Affairs, Graduate Research Studies Board members, Associate Deans for Research, research related Faculty administrative staff, School research management teams and research convenors, Heads of School, and members of academic staff, as well as colleagues in the Registry, Student Support and Development, ISS, Quality Promotion and Institutional Research Office, Chief Operations Office, President’s Office, International Office, Library, and other units on a regular basis. S/he will also work closely with postgraduate researchers either individually or through various groups/forums such as Faculty/University graduate student representatives and societies. Function This post is both managerial and administrative in nature and the post-holder will be expected to make a significant contribution to the attainment of the Graduate Studies strategic objectives. S/he will directly manage staff in the Graduate Studies Office and will assist the Dean of Graduate Studies with a wide range of operational duties.The candidate will be responsible for providing a highly professional, specialised support function for the Graduate Studies Office, the Dean and others involved in graduate research across the five Faculties of the University. Duties and Responsibilities Reporting to the Dean of Graduate Studies, this is an important senior role within the Graduate Studies administration team, where the post-holder will be expected to provide leadership in responding to institutional, sectoral, national and international developments and emerging market opportunities. As such, the range of duties and responsibilities of the post-holder will be subject to change. Many issues will require consultation with the Dean, but will also draw on the administrator’s specialist knowledge. Activities will be planned and executed autonomously to a large extent, requiring contact with colleagues at senior academic and administrative grades. Responsibilities include, but are not limited to, the following: Supporting the decision-making remit of the Dean and the Graduate Research Studies Board by:  Monitoring and reporting on national and international policy and research developments relating to doctoral education to ensure DCU strategy, planning, and practice are well informed by this contextual knowledge, and that DCU is well placed to grow its institutional profile in the area of graduate research.  Researching and drafting new or changed policy, regulations and processes pertaining to graduate research in consultation with the Dean, Faculties, Registry, and other units.  Drafting and managing collaborative agreements, in consultation with relevant units/institutions. Providing operational support to the Dean through:  Leading and managing the Graduate Studies administrative team to ensure delivery of core operational objectives  Ensuring the continuous professional development of team members  Managing and reviewing the efficacy of administrative systems, contributing to the development and enhancement of IT systems and related processes  Preparing and delivering reports and providing statistical information and related analysis  Maintaining the unit’s risk register.  Contributing to the development of the unit’s strategy,  Assuming responsibility for unit quality assurance and GDPR related issues  Assuming responsibility for doctoral programme management and support including awards, graduate training elements and pathway structures  Ensuring effective liaison between Graduate Studies and Faculties, Schools, units and committees  Representing the Graduate Studies Office on University committees and working groups and at external events both nationally and internationally.  Engaging in Graduate Studies promotional activities  Any other duties which may be assigned from time to time by the Dean of Graduate Studies Giving specialist, university-wide support by:  Supporting research students, supervisors, research convenors, Heads of Schools, Associate Deans for Research and administrative staff across all campuses by providing specialist advice on issues, including those pertaining to complex contexts which can arise in graduate research activities. Delivering on specialist projects by:  Planning and implementation of initiatives relevant to graduate research such as those supporting supervising capacity development, quality in professional practice, marketing and recruitment, systems and process developments etc. These initiatives will often address complex challenges. Experience and Skills Required Applicants must hold a minimum of a primary degree, and possess at least five years relevant experience, preferably within the Higher Education sector. Ideally the candidate should have a proven track record of success in managing, or assisting in managing, complex operations, including staff management duties. They should have excellent interpersonal, communication and organisational skills and the ability and confidence to make decisions on a wide range of administration and academic-related matters. The ability to work on one’s own initiative and manage a broad remit is essential, along with the ability to meet deadlines, prioritise and multi-task. In addition, the following skills and experience would be advantageous:  Line Management Experience  Experience and expertise specific to Graduate Research  Experience of project management  Data management, reporting and analysis skills. Salary scale: *€51,992 – €73,828 per Annum made on the appropriate point of the Administrator 1-Grade VI salary scale, in line with current Government pay policy. Details of the pay that applies to internal candidates upon promotion can be viewed at http://www.dcu.ie/sites/default/files/hr/pdfs/Pay-Upon-Promotion-Internal-Staff.pdf Closing Date: 25th July 2019 Informal Enquiries: Dr Joseph Stokes, Dean of Graduate Studies Email: joseph.t.stokes@dcu.ie or Tel.+353 (0)1 700 8720 Application Procedure: Application forms are available from: https://www.dcu.ie//hr/vacancies/internal.shtml and from the Human Resources Department, Dublin City University, Dublin 9. Tel: +353 1 700 5149; Email: hr.applications@dcu.ie Applications should be submitted by email to hr.applications@dcu.ie or by Fax: Fax: +353 1 700 5500 or by post to the Human Resources Department, Dublin City University, Dublin 9. Please clearly state the role that you are applying for in your application and email subject line: Job Ref #BC0407 Administrator I- Graduate Studies Office

2 hours ago

Preparing For Life Mentor

BarnardosFinglas, Dublin

General Information The Better Finglas project is one of a small number of projects in Ireland which is being supported through the Area Based Childcare (ABC) programme. The ABC programme is an early intervention and preventative initiative which is being jointly funded by the Irish government and Atlantic Philanthropies. Better Finglas was developed by a wide consortium of agencies, organisations, groups and individuals working in the Finglas area including, the HSE, Dublin City Council, the Child and Family Agency, Finglas Cabra Drugs Task Force, Tolka Area Partnership, County Childcare Committee, Barnardos, local childcare providers, and primary school Principals. Better Finglas recognises the benefits of early intervention strategies for children – the main target group for the project is 0 to 8 year old children and their parents. Our vision is of a community where all services voluntary, community and statutory, are working together with families to improve the developmental, health and educational outcomes of young children living in the area. We will do this by the provision of unified evidence based programmes and quality services to children and their parents from pregnancy to 8 years of age. Better Finglas has identified 5 key strands that our programme of activities will focus on, they are as follows: Pregnancy and New Parents, Early Years , Parenting , Literacy and Interagency Work Through the delivery of these strands Better Finglas aims to: The post holder is initially assigned to work in the Better Finglas project, Dublin 11 but may be required in the future to work in other locations in the Dublin area in line with organisational needs. Full driving licence required and access to the use of a suitably insured car. Application Procedure Applicants must complete this application form and submit it through our website before the closing date. Applicants may also attach a CV or other supplementary information in respect of our application. Attaching a CV alone will result in the applicant not being considered for shortlisting. Shortlisting will apply Candidates who are moved to the 2nd stage of our Recruitment process are required to complete a medical questionnaire and the E-Vetting process. References will be taken up at this stage.

2 hours ago

Shop Manager

SVPCork€23,224.66 per year

Job Title: Shop Manager Job Holder: Vacant Reports To: Regional Retail Manager Location: Hollyhill Shopping Centre, Harbour View Road, Cork Region: South-West Region Date of Job Description: June 2019 1. PURPOSE OF THE JOB • To maximize sales, productivity, revenue opportunities and customer satisfaction levels through the efficient management of the St Vincent de Paul Charity shop by ensuring compliance with the Society’s retail standards, current relevant legislation and SVP policy and ethos. • The management of a motivated team comprising shop volunteers, CE staff and paid employees, where applicable. • As a Shop Manager you’ll be vital to the ongoing success of Vincent’s Retail, focusing on maximizing sales, productivity, revenue opportunities and providing customer service that meets and exceeds our customer’s expectations. You’ll take ownership of your shop ensuring compliance with the Society’s retail standards and legislation to create a shopping experience that caters to our wide range of customers and promotes the ethos of the Society. • You’ll lead and develop your team comprising of volunteers, CE staff, TUS and paid employees, where applicable to maintain the standards of the shop and achieve targets for business growth. 2. ENVIRONMENT OF THE JOB The SVP is a large, national, voluntary organisation with extensive experience of working with a diverse range of people who experience poverty and exclusion. Through its network of over 12,000 volunteers and 800 staff, it is strongly committed to working for social justice and advocates the creation of a more just and caring society. SVP employs people to support volunteers in a variety of settings including housing and hostels, community care, shops, administration and other specialist areas. SVP retail is the third largest retailer in Ireland with 220 shops. When you work in a SVP shop your dedication, initiative and passion are helping to make an important contribution to the work SVP does and to change the lives of people in need across the country. The Society is a Christian based organisation with a strong sense of Gospel values. The founder of the Society, Blessed Frederic Ozanam, was a devout Catholic and his legacy of spirituality remains a key element of the make-up of every Conference within the Society. It is normal practice within the Society that prayers are said at the beginning and end of Conference meetings or at other meetings where members are in attendance as this underpins the ethos of the Society. 3. GUIDANCE AND AUTHORITY The job holder will report directly to the Regional Retail Manager. The nature of matters referred upwards are those: • Where significant resistance is experienced in the development of good practice and implementation of policy. • Where practice or proposed practice places stakeholders in a position of risk e.g. a child, a vulnerable adult, members, employees, the reputation of the Society. • Where decision will have a significant impact on the workload of others. 4. PRINCIPAL ACCOUNTABILITIES ACCOUNTABILITIES HOW ACHIEVED Business Development: 1. Implement effective re-sourcing of staff/volunteers and stock to anticipate customer demands - Develop and sustain a strong working relationship with the shop team. Participate in SVP retail initiatives as directed. 2. Review day to day operations and offerings of the shop in conjunction with recognised guidelines on core issues including customer care, retail standards, financial control, health and safety and security and recommend changes in working practices and staff levels where appropriate. - Source new opportunities for the development of the current product range where possible. - Maintain and encourage a recycling business to the shop from the community. - Encourage the involvement of existing volunteers actively recruit new volunteers from all sectors of the community - Implement effective resourcing of stock to anticipate customer demands 3. Maximise the financial contribution of the Vincent’s Region by striving to meet the shop sales target and by encouraging all members of your team to do likewise. - Work in a collaborative and developmental way with volunteers, management and staff in the shop. - Participate fully in any SVP retail initiatives as directed. 4. Achieve financial objectives - Prepare an annual budget; schedule expenditures; analyse variances; initiate corrective actions Customer Service: 5. Develop a “Sales through service” culture with the specific aims of retaining existing - “Relationship manage” existing valued customers by opening two way communications with them. customers, attracting new customers and expanding customer activity in-store to include, buying, donating and volunteering. Encourage customer feedback through questionnaires, focus groups and customer events as appropriate. - Establish and promote clear guidelines for all forms of customer interaction, encourage volunteers and staff to exceed customer expectations at every opportunity thus creating a culture of sales through service - Promote the use of thank you cards and loyalty cards. - Ensure that all shops operate a meet and greet policy on the shop floor. 6. Develop a culture of regular selfassessment in the shop. - By using the Vincent’s Retail check list for all areas of the shop. Areas should include shop atmosphere, window display, stock display and rotation and after sales service. - Maintain cleanliness and order in the shop. 7. Investigate and resolve all legitimate customer complaints where possible and aim to recover the customer where practicable. - Log all complaints and respond within agreed timeframes. Team Satisfaction: 8. Create and sustain an environment in which all staff and volunteers are motivated and are given suitable work to ensure that their individual motivations and abilities are being recognised and met. - Ensure that all staff and volunteers are working in an environment free from intimidation, harassment and discrimination. - Ensure that all team members receive regular updates on their progress. - Ensure that all existing and new volunteers and staff receive training and induction into the ethos and policies and procedures of the organisation - Ensure that all retail staff have specific, realistic and measureable objectives and receive regular updates on their progress - Assess the training needs of all staff and identify opportunities for staff to acquire new skills - Introduce a comprehensive and sustainable communication strategy to ensure regular two way contact with all staff and volunteers Recruit new volunteers: 9. Recruitment of new volunteers for the - Continually recruit new volunteers by advertising shop in store; job and volunteer centres, word of mouth and converting existing customers - Liaise with National Volunteer Coordinator to organise recruitment events Compliance: 10. Familiarise all team members with SVP guidelines and best practice on issues including financial control and staff purchases. Compliance issues or concerns should be raised to the Regional Retail Manager. - Promote best practice in the area of Health and Safety and ensure that all staff comply with SVP guidelines and appropriate legislation in this area. - Monitor working arrangements of all personnel ensuring compliance with policy and best practice. - - Performance issues should be addressed under the terms of the relevant SVP policy. 11. Promote and maintain a satisfactory level of control in the area handling cash and stock control and ensure compliance to recognised staff purchase and Emergency Assistance controls. - Where non-compliance occurs implement an action plan to agreed timescales. - Report non –compliance to the Regional Retail Manager at the earliest opportunity. 12. Continually reassess the operational risks inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices and any impact of management restructures / new technology. - By addressing any areas of concern in conjunction with line management and or the appropriate department / function. In addition to the duties and responsibilities listed above, the job holder may be required from time to time to perform other duties as deemed reasonable and necessary by the employer. The job holder may also be required from time to time to work or attend training/meetings at another location. As much notice as is reasonably practicable will be given of any such change. 5. CHALLENGES There are a number of challenges in this role, largely determined by the scale, complexity, voluntary nature and high levels of local autonomy with the Society. • Acceptance of the dynamic of a complex, national, membership organisation and an understanding of how this both contributes to and constrains the work. • Resilience and persistence in the face of barriers and organisational roadblocks encountered. • Management of ambiguity and complexity. • Influencing others not under direct authority. • Influencing stakeholders to recognise and to act upon, the need for accelerated change. 6. OTHER INFORMATION Whilst the job holder has been initially appointed to one specific location, shop managers are required to be flexible and may be asked to re-locate to alternative locations in Mid- West region (within reason) to serve the changing requirements of the business. The job holder must be available for evening work as required. The job holder will be expected to use initiative and be highly motivated. The post holder will liaise with relevant personnel / departments. 7. EDUCATION, KNOWLEDGE, EXPERIENCE AND SKILLS TO UNDERTAKE THE ROLE AT A FULLY ACCEPTABLE LEVEL KNOWLEDGE • Knowledge of the Society and of its mission and values. • Knowledge of needs and issues of the poor and disadvantaged. • Commercially aware EXPERIENCE • At least 3 years retail experience ideally some of which will have been gained in the community / voluntary sector. • Experience of managing a diverse team of people • Experience of working with sales and profit targets • Experience of lone working and ability to use initiative. • Be an accomplished Retail Manager and be able to demonstrate an impressive record of business development, excellent people skills and the ability to deliver the very highest store standards and customer service through your team. • Experience in managing and organising events • Experience of managing budgets and providing accurate financial reports SKILLS • Excellent communication and interpersonal skills, both written and verbal, in individual and group situations in a professional manner. • An ability to establish and foster excellent working relationships with many different people across different functions and locations. • Excellent organisation skills • Competent in IT packages – Excel, Word, EPOS, Microsoft 365 • Ability to work on own initiative or as part of a team • A positive outlook with resilience and persistence in the face of barriers and setbacks. • An ability to display empathy, patience and a well developed sense of humour. • A keen eye for visual merchandising and display The person must also demonstrate the following personal attributes: • Be honest and trustworthy • Be respectful • Possess cultural awareness and sensitivity • Be flexible • Demonstrate sound work ethics 8. MAIN TERMS AND CONDITIONS Contract Type: Permanent Hours: 30 hours per week Pension: 5% employer contribution 5% employee contribution Salary: €23,224.66 per annum 9. STRUC The purpose of the Shop Manager role is to maximize sales, productivity, revenue opportunities and customer satisfaction levels through the efficient management of the Hollyhill St Vincent de Paul Charity shop by ensuring compliance with the Society’s retail standards, current relevant legislation and SVP policy and ethos. Line management of a motivated team comprising shop volunteers, CE staff and paid employee is also required.The ideal candidate will possess some or all of the following;  If you meet these requirements and have the desire to join one of Ireland’s best known, trusted and respected not-for-profit organisations. You can apply online directly or post your completed application form to Human Resources, SVP House, 91-92 Sean McDermott Street, Dublin 1.  Please note CV’s will not be accepted.  Appointment is subject to satisfactory references and Garda Vetting. Canvassing will not be accepted and may lead to disqualification. Due to the large volume of applications we are not in the position to provide individual feedback to candidates who are not shortlisted for interview.  SVP is an Equal Opportunities Employer

19 hours ago

Shop Manager

SVPCavan€14.89 per hourFull-time

• To maximize sales, productivity, revenue opportunities and customer satisfaction levels through the efficient management of the St Vincent de Paul Charity shop by ensuring compliance with the Society’s retail standards, current relevant legislation and SVP policy and ethos. • The management of a motivated team comprising shop volunteers, CE staff and paid employees, where applicable. • As a Shop Manager you’ll be vital to the ongoing success of Vincent’s Retail, focusing on maximizing sales, productivity, revenue opportunities and providing customer service that meets and exceeds our customer’s expectations. You’ll take ownership of your shop ensuring compliance with the Society’s retail standards and legislation to create a shopping experience that caters to our wide range of customers and promotes the ethos of the Society. • You’ll lead and develop your team comprising of volunteers, CE staff, TUS and paid employees, where applicable to maintain the standards of the shop and achieve targets for business growth. 2. ENVIRONMENT OF THE JOB The SVP is a large, national, voluntary organisation with extensive experience of working with a diverse range of people who experience poverty and exclusion. Through its network of over 12,000 volunteers and 800 staff, it is strongly committed to working for social justice and advocates the creation of a more just and caring society. SVP employs people to support volunteers in a variety of settings including housing and hostels, community care, shops, administration and other specialist areas. SVP retail is the third largest retailer in Ireland with 220 shops. When you work in an SVP shop your dedication, initiative and passion are helping to make an important contribution to the work SVP does and to change the lives of people in need across the country. The Society is a Christian based organisation with a strong sense of Gospel values. The founder of the Society, Blessed Frederic Ozanam, was a devout Catholic and his legacy of spirituality remains a key element of the make-up of every Conference within the Society. It is normal practice within the Society that prayers are said at the beginning and end of Conference meetings or at other meetings where members are in attendance as this underpins the ethos of the Society. 3. GUIDANCE AND AUTHORITY The job holder will report directly to the Line Manager. The nature of matters referred upwards are those: • Where significant resistance is experienced in the development of good practice and implementation of policy. • Where practice or proposed practice places stakeholders in a position of risk e.g. a child, a vulnerable adult, members, employees, the reputation of the Society. • Where decision will have a significant impact on the workload of others. 4. PRINCIPAL ACCOUNTABILITIES ACCOUNTABILITIES HOW ACHIEVED Business Development: 1. Implement effective re-sourcing of staff/volunteers and stock to anticipate customer demands - Develop and sustain a strong working relationship with the shop team. Participate in SVP retail initiatives as directed. 2. Review day to day operations and offerings of the shop in conjunction with recognised guidelines on core issues including customer care, retail standards, financial control, health and safety and security and recommend changes in working practices and staff levels where appropriate. - Source new opportunities for the development of the current product range where possible. - Maintain and encourage a recycling business to the shop from the community. - Encourage the involvement of existing volunteers actively recruit new volunteers from all sectors of the community - Implement effective resourcing of stock to anticipate customer demands 3. Maximise the financial contribution of the Vincent’s Region by striving to meet the shop sales target and by encouraging all members of your team to do likewise. - Work in a collaborative and developmental way with volunteers, management and staff in the shop. - Participate fully in any SVP retail initiatives as directed. 4. Achieve financial objectives - Prepare an annual budget; schedule expenditures; analyse variances; initiate corrective actions Customer Service: 5. Develop a “Sales through service” culture - “Relationship manage” existing valued customers with the specific aims of retaining existing customers, attracting new customers and expanding customer activity in-store to include, buying, donating and volunteering. by opening two-way communications with them. Encourage customer feedback through questionnaires, focus groups and customer events as appropriate. - Establish and promote clear guidelines for all forms of customer interaction, encourage volunteers and staff to exceed customer expectations at every opportunity thus creating a culture of sales through service - Promote the use of thank you cards and loyalty cards. - Ensure that all shops operate a meet and greet policy on the shop floor. 6. Develop a culture of regular selfassessment in the shop. - By using the Vincent’s Retail check list for all areas of the shop. Areas should include shop atmosphere, window display, stock display and rotation and after sales service. - Maintain cleanliness and order in the shop. 7. Investigate and resolve all legitimate customer complaints where possible and aim to recover the customer where practicable. - Log all complaints and respond within agreed timeframes. Team Satisfaction: 8. Create and sustain an environment in which all staff and volunteers are motivated and are given suitable work to ensure that their individual motivations and abilities are being recognised and met. - Ensure that all staff and volunteers are working in an environment free from intimidation, harassment and discrimination. - Ensure that all team members receive regular updates on their progress. - Ensure that all existing and new volunteers and staff receive training and induction into the ethos and policies and procedures of the organisation - Ensure that all retail staff have specific, realistic and measureable objectives and receive regular updates on their progress - Assess the training needs of all staff and identify opportunities for staff to acquire new skills - Introduce a comprehensive and sustainable communication strategy to ensure regular two way contact with all staff and volunteers Recruit new volunteers: 9. Recruitment of new volunteers for the shop - Continually recruit new volunteers by advertising in store; job and volunteer centres, word of mouth and converting existing customers - Liaise with National Volunteer Coordinator to organise recruitment events Compliance: 10. Familiarise all team members with SVP guidelines and best practice on issues including financial control and staff purchases. Compliance issues or concerns should be raised to the Line Manager. - Promote best practice around Health and Safety and ensure that all staff comply with SVP guidelines and appropriate legislation in this area. - Monitor working arrangements of all personnel ensuring compliance with policy and best practice. - - Performance issues should be addressed under the terms of the relevant SVP policy. 11. Promote and maintain a satisfactory level of control in the area handling cash and stock control and ensure compliance to recognised staff purchase and Emergency Assistance controls. - Where non-compliance occurs implement an action plan to agreed timescales. - Report non –compliance to the Line Manager at the earliest opportunity. 12. Continually reassess the operational risks inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices and any impact of management restructures / new technology. - By addressing any areas of concern in conjunction with line management and or the appropriate department / function. In addition to the duties and responsibilities listed above, the job holder may be required from time to time to perform other duties as deemed reasonable and necessary by the employer. The job holder may also be required from time to time to work or attend training/meetings at another location. As much notice as is reasonably practicable will be given of any such change. 5. CHALLENGES There are a number of challenges in this role, largely determined by the scale, complexity, voluntary nature and high levels of local autonomy with the Society. • Acceptance of the dynamic of a complex, national, membership organisation and an understanding of how this both contributes to and constrains the work. • Resilience and persistence in the face of barriers and organisational roadblocks encountered. • Management of ambiguity and complexity. • Influencing others not under direct authority. • Influencing stakeholders to recognise and to act upon, the need for accelerated change. 6. OTHER INFORMATION Whilst the job holder has been initially appointed to one specific location, shop managers are required to be flexible and may be asked to re-locate to alternative locations within the region (within reason) to serve the changing requirements of the business. The job holder must be available for evening work as required. The job holder will be expected to use initiative and be highly motivated. The post holder will liaise with relevant personnel / departments. 7. EDUCATION, KNOWLEDGE, EXPERIENCE AND SKILLS TO UNDERTAKE THE ROLE AT A FULLY ACCEPTABLE LEVEL EDUCATION • Job holder educated to third level in a business-related field or equivalent would be desirable. KNOWLEDGE • Knowledge of the Society and of its mission and values. • Knowledge of needs and issues of the poor and disadvantaged. • Commercially aware EXPERIENCE • At least 3 years retail experience ideally some of which will have been gained in the community / voluntary sector. • Experience of managing a diverse team of people • Experience of working with sales and profit targets • Experience of lone working and ability to use initiative. • Be an accomplished Retail Manager and be able to demonstrate an impressive record of business development, excellent people skills and the ability to deliver the very highest store standards and customer service through your team. • Experience in managing and organising events • Experience of managing budgets and providing accurate financial reports SKILLS • Excellent communication and interpersonal skills, both written and verbal, in individual and group situations in a professional manner. • An ability to establish and foster excellent working relationships with many different people across different functions and locations. • Excellent organisation skills • Competent in IT packages – Excel, Word, EPOS, Microsoft 365 • Ability to work on own initiative or as part of a team • A positive outlook with resilience and persistence in the face of barriers and setbacks. • An ability to display empathy, patience and a well-developed sense of humour. • A keen eye for visual merchandising and display The person must also demonstrate the following personal attributes: • Be honest and trustworthy • Be respectful • Possess cultural awareness and sensitivity • Be flexible • Demonstrate sound work ethics 8. MAIN TERMS AND CONDITIONS Contract Type: Permanent Full Time Hours: 37.5 hours per week Pension: 5% employer contribution 5% employee contribution Salary: €29,035.50 per annum/€14.89 per hour The purpose of the Shop Manager role is to maximize sales, productivity, revenue opportunities and customer satisfaction levels through the efficient management of the St Vincent de Paul Charity shop by ensuring compliance with the Society’s retail standards, current relevant legislation and SVP policy and ethos. Line management of a motivated team comprising shop volunteers, CE staff and paid employee is also required.The ideal candidate will possess the following;  If you meet these requirements and have the desire to join one of Ireland’s best known, trusted and respected not-for-profit organisations. You can apply online directly or post your completed application form to Human Resources, SVP House, 91-92 Sean McDermott Street, Dublin 1. Please note that we do not accept CVs.  Appointment is subject to satisfactory references and Garda Vetting. Canvassing will not be accepted and may lead to disqualification. Due to the large volume of applications we are not in the position to provide individual feedback to candidates who are not shortlisted for interview.

19 hours ago

Clerical Officers

Laois and Offaly Education and Training BoardLaois€23,587 - €39,110 per yearFull-time

Post: Grade III – Clerical Officers   The area of initial responsibility may change over time in line with the requirements of LOETB   Reporting: The Grade III reports to the CE, the Relevant Director and the Relevant Head of Department   Place of Work: LOETB Scheme. LOETB reserves the right to assign a staff member to any location as the service exigencies require.   Hours of Work: Monday to Friday – 37 hours per week   Salary Scale: €25,517 - €39,110 -Pre 2011 €23,587 - €39,110 New Entrants     Post Summary:     ·       The above list is not exhaustive and may be varied having regard to the changing needs of the Scheme. Therefore, other responsibilities may be assigned from time to time by the Chief Executive.   Competencies required:   The person appointed to the above post will be required to show evidence of the following competencies:   Team Work/Collaboration: ·       Shows respect for colleagues and co-workers ·       Develops and maintains good working relationships with others, sharing information and knowledge, as appropriate ·       Offers own ideas and perspectives ·       Understands own role in the team, making every effort to play his/her part   Information Management & Processing: ·       Approaches and delivers all work in a thorough and organised manner ·       Follows procedures and protocols, understanding their value and the rationale behind them ·       Keeps high quality records that are easy for others to understand ·       Draws appropriate conclusions from information ·       Suggests new ways of doing things better and more efficiently ·       Is comfortable working with different types of information, e.g. written, numerical, charts, and carries out calculations such as arithmetic, percentages etc Delivery of Results: ·       Takes responsibility for work and sees it through to the appropriate next level ·       Completes work in a timely manner ·       Adapts quickly to new ways of doing things ·       Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes ·       Writes with correct grammar and spelling and draws reasonable conclusions from written instructions ·       Identifies and appreciates the urgency and importance of different tasks ·       Demonstrates initiative and flexibility in ensuring work is delivered ·       Is self-reliant and uses judgement on when to ask manager or colleagues for guidance Customer Service & Communication Skills: ·       Actively listens to others and tries to understand their perspectives/requirements/needs ·       Understands the steps or processes that customers must go through and can clearly explain these ·       Is respectful, courteous and professional, remaining composed, even in challenging circumstances ·       Can be firm when necessary and communicate with confidence and authority ·       Communicates clearly and fluently when speaking and in writing   Specialist Knowledge, Expertise & Self Development: ·       Develops and maintains the skills and expertise required to perform in the role effectively, e.g. relevant technologies, IT systems, relevant policies etc ·       Clearly understands the role, objectives and targets and how they fit into the work of the unit ·       Is committed to self-development and continuously seeks to improve personal performance Drive & Commitment to Public Service Values: ·       Consistently strives to perform at a high level and deliver a quality service ·       Serves the Government and people of Ireland ·       Is thorough and conscientious, even if work is routine ·       Is enthusiastic and resilient, preserving in the face of challenges and setbacks ·       Is personally honest and trustworthy ·       At all times, act with integrity

20 hours ago

Administrator

Cork City CouncilCork

Cork Foyer The Cork Foyer is a Cork City Council Housing Initiative. The internationally accredited Foyer Project remains at the forefront of promoting economic participation and independent living for young single homeless people, and those at imminent risk of becoming homeless. This innovative and exciting project seeks to strengthen its offer to young people and improve the flexibility of its small staff team. We therefore intend to recruit the following personnel on an initial 2 year fixed term contract. Applications are invited from suitably qualified persons for inclusion on a panel from which appointments may be made to the position of: Administrator – 2 Year Fixed Term Contract (Foyer Project) Background Cork City Council invites applications, on the official application form, from suitably qualified persons, who wish to be considered for the post of Administrator Foyer Project (2 Year Fixed Term Contract). The post is a full-time contract for 37 hours per week. The internationally accredited Foyer Project remains at the forefront of promoting economic participation and independent living for young single homeless people, and those at imminent risk of becoming homeless. Cork City Council is a large urban local authority with over 1500 employees across over 40 locations within the City; there are 31 Elected Members of the Council representing five wards in the City. The Council has an annual revenue budget of just over €166 million for 2019 and provides a wide and diverse range of public services such as, housing, management of the public realm, libraries, physical planning and development, community, culture and placemaking and the delivery of infrastructure projects. Internal services include Finance, ICT, People & Organisation Development and Corporate Affairs. The Council is committed to increasing its capacity and capability for change to deliver improved public services. THE ROLE Reporting to the Foyer Manager the role of the Administrator is to work as part of a dedicated staff team providing administrative support to the Foyer management at properties managed by the Cork Foyer Project, both within Cork city and its immediate hinterland. The Administrator is expected to maintain and create systems for the monitoring service agreements and related performance targets, project income and expenditure etc. The Administrator is expected to maintain the highest standard of customer service and assist in the smooth running of the Foyer & Bishopsgrove reception service. Duties The key duties and responsibilities of the Administrator will include: • Provide day to day administration/reception functions within the Foyer Project & Bishopsgrove Supported Student Accommodation. • Set up and maintain monitoring and filing systems to meet project and contractual requirements including, budget, rental, fixed asset and petty cash monitoring. • To assist in ensuring that all relevant funding criteria, performance standards and targets are met. • To prepare reports for and to attend meetings with external agencies and internal departments, where applicable. • To set up and maintain files and ensure that confidentiality is maintained in all areas of operation. POST OF ADMINISTRATOR FOYER PROJECT – (2 YEAR FIXED TERM CONTRACT) • Ensure all security procedures are adhered to and that all equipment in your work area is operating effectively including CCTV, alarms, tannoy and main door locking mechanism. • Liaise with the Gardai and emergency services as and when appropriate. • Liaise with suppliers and contractors as appropriate. • Maintain stock control over stationery. • To present and maintain a safe and secure development environment that supports young people into independence in the wider community. • To raise resident’s awareness of the house rules, restrictions, terms of their licence agreement and related policies and procedures are adhered to. • Promote resident participation through positive encouragement. • Ensure an asset based approach is adopted, ensuring where possible, service users are helped to realise and develop their individual talents and interests. • Assist with the reporting of maintenance issues and accompanying contractors. • Promote and implement Cork City Council’s Equal Opportunities/Diversity policy. • To undertake all duties in accordance with legislation regulatory guidance and good practice. • To undertake other tasks commensurate to the needs of the service as proposed by the Foyer Manager. • Ensure that at no time the Foyer is left unattended whilst on duty at the Foyer Project. The above 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 him/her from time to time and to contribute to the development of the post while in office. QUALIFICATIONS FOR THE POST 1. Candidates shall be of good character. Character 2. Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Health POST OF ADMINISTRATOR FOYER PROJECT – (2 YEAR FIXED TERM CONTRACT) 3. Each candidate must, on the latest date for receipt of completed application forms – Education, Training, Experience, etc. I. Have obtained at least a Grade D (or a pass), in Higher or Ordinary level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme, OR Have passed an examination of at least equivalent standard. II. Have a minimum of 2 years experience working in an office or reception environment. III. Have the knowledge to monitor and control petty cash and rental income. IV. Have experience of maintaining and creating systems for the monitoring service agreements and related performance targets. V. Possess excellent IT skills with experience of working with windows software packages including Word, Excel and databases. 4. Holders of the office will be required to drive a motor car in the course of their duties and should therefore, hold a full driving licence for class B vehicles free from endorsement and disqualification. Driving Licence Desirable Skills The ideal candidate will:  A proven ability in the areas of Delivering Results, Personal Effectiveness and Personal Performance.  Hold a professional qualification in Administration.  Hold a professional qualification in Information Technology.  Have experience of working in a Housing environment.  Have experience within the statutory or voluntary sector associated with young people.  Possess work place qualifications: First Aid, Health & Safety. Candidates deemed ‘not to be new entrants’ to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004 must be under 65 years of age on the latest date for receipt of applications for the post. Age The age restriction of 65 years does not apply to ‘new entrants’ to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004 (entrants in 2004 -2012). In accordance with the Public Service Pensions (Single Scheme and other Provisions) Act 2012, there is a compulsory retirement at age 70 for new entrants to the Public Service after January, 1st 2013. POST OF ADMINISTRATOR FOYER PROJECT – (2 YEAR FIXED TERM CONTRACT) PRINCIPAL CONDITIONS OF SERVICE Remuneration €605.67 – €626.48 – €641.24 – €661.92 – €682.67 – €721.77(Max) – €749.52(LSI1) Remuneration for the position of Administrator Foyer Project (2 Year Fixed Term Contract) is: Applicants should note that entry point will be determined in accordance with circulars issued by the Department of Housing, Planning, & Local Government. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The wages shall be fully inclusive and shall be as determined from time to time. The awarding of increments is subject to satisfactory service. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive wages) 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. In accordance with Section 159(3) & (4) of Local Government Act 2001 an employee of the local authority shall perform the duties of the office and give the local authority under the general direction and control of the Chief Executive or of such other officer as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as are required for the exercise and performance of any of its powers, functions and duties and to exercise such powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by the local authority and such duties as may be required in relation to the area of any local authority. The holder of the office will, if required, act for an officer of a higher level. Duties (a) there shall be a period after such appointment takes effect during which such person shall hold the post on probation; Probation (b) such period shall be six months and may be extended at the discretion of the Director of People & Organisation Development; (c) such person shall cease to hold the post at the end of the period of probation unless during such period the Director of People & Organisation Development has certified that the service of such person is satisfactory based on the recommendation of the Director of Service. 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). Superannuation Contribution POST OF ADMINISTRATOR FOYER PROJECT – (2 YEAR FIXED TERM CONTRACT) 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 Local Government (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. Persons who become pensionable officers of a local authority for the first time on or after 1st January 2013 will be liable to pay Class A PRSI Contribution and will be required in respect of their superannuation to contribute at the rate of 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. The standard working week will be 37 hours per week. You will normally work between the hours of 9am to 5pm Monday to Friday including lunch-time, not including Public Holidays. However, during times of exceptional pressure you may be required to work occasional flexible hours, including Public Holidays. Hours of Duty Overtime rates will not apply to hours worked outside normal hours. However, time in lieu will be granted. The Council reserves the right to alter your hours of work from time to time. All hours worked will be subject to the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. Travel and subsistence expenses for your position will be paid in accordance with the agreed rates which may be revised from time to time. Travel and Subsistence Arrangements Holders of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Residence The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract of the successful candidate. FORMAT OF THE COMPETITION Only applications on the official application form will be accepted. Applications will initially be assessed to ensure they meet the minimum requirements for the post. In the event that a large number of candidates meet the qualifications for the post, the Council may decide to shortlist applicants based on the information provided on the application form. Accordingly applicants are advised to complete all sections of the form. POST OF ADMINISTRATOR FOYER PROJECT – (2 YEAR FIXED TERM CONTRACT) Only those short-listed will be called for competitive interview. Please note that candidates will be required to pay any expenses incurred by them in attending the interview. Interviews may be held within a short period of the closing date for receipt of completed application forms. A panel may be formed on the basis of such interview. Candidates whose names are on a panel and who satisfy the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, be appointed as appropriate vacancies arise. The duration of the panel will be one year from the date of its formation and may be extended for one further year at the discretion of the Director of People & Organisation Development. The deadline for receipt of applications is 5pm on Friday 28 June 2019. Applications lost or delayed in the post will not be considered unless official evidence of posting can be produced. Candidates should not enclose any CVs or related documents with their applications –any enclosures will not be considered and may not be returned. The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that Cork City Council is satisfied that such a person fulfils the requirements or is not disqualified by law from holding the position. Prior to a candidate being appointed, Cork City Council will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed, a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. GENERAL INFORMATION For the purpose of satisfying the requirement as to health it will be necessary for the successful candidate, before they are appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Health Retirement age will be determined based on previous public sector service and will be advised at the time of appointment. Pension Arrangements and Retirement Age Candidates who do not attend for interview when and where required by Cork City Council, or who do not, when requested, furnish such evidence as the Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. Deeming of Candidature to be withdrawn Cork City Council will require the person to whom appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint him/her.

23 hours ago

Staff Officer

Dublin City CouncilDublin€42,041 - €50,490 per year

Salary : €42,041 - €50,490 per annum Eligible: Suitably Qualified Persons Closing Date: 5.00p.m Thursday 4th July 2019 Applications to: staffofficer@dublincity.ie All applications must be made on the specific Staff Officer application form below. Alternatively, the form may be obtained by emailing  human.resources@dublincity.ie , or by contacting the Human Resources Department at telephone number (01) 2223041.  Please note that all application forms must be typed, must include a scanned photograph where requested on the form and should be emailed, in PDF format, to the above email address. Additional candidate information booklet   Salary Entry point to a salary scale will be determined in accordance with Circulars issued by the Department of Housing, Planning, Community and Local Government. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st 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. The holder of the post shall pay to the Local Authority any fees or other monies (other than his/her inclusive salary) payable to or received by him/her by virtue of the post or in respect of any services, which he/she is required by or under any enactment to perform.   Probation Period Where a person is permanently appointed to Dublin City 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 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 Manager has certified that the service is satisfactory; (d) the period at (a) above may be terminated on giving one weeks notice as per the Minimum Notice and Terms of Employment Acts;     (e) there will be assessments during the probationary period.   Superannuation Contribution A person who becomes a pensionable employee of a local authority who is liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of 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).   A person who becomes a pensionable employee of a local authority who is liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration.   A person paying Class D rate of PRSI who becomes a pensionable employee of a local authority will 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% of pensionable remuneration in accordance with the terms of the scheme.   A person paying Class A rate of PRSI who becomes a pensionable employee of a local authority will 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% 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).   Employees are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement and death gratuities.    In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority.    For new entrants under the Single Public Service Pension Scheme , effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pay; pensions will be co-ordinated with the State Pension Contributory (SPC).   Retirement In general, there is no specific retirement age for appointees to this position. However, for appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, retirement is compulsory on reaching 70 years of age.   Effective from 1st January 2013, the Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks.   Retirement age is set initially at 66 years; this will rise, in step with statutory changes in the State Pension Contributory (SPC) age, to 67 years in 2021 and 68 years in 2028. Compulsory retirement age will be 70.   Additional Information For the purpose of satisfying the requirement as to health it will be necessary for a successful candidate, who is not already a permanent employee before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Offers of employment will be subject to verification of qualifications/relevant work experience, satisfactory references and receipt of a satisfactory medical report.   Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up appointment within such period or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint him/her.   An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal.   A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to his/her candidature, will have no further claim to consideration.   A candidate whose name is on a panel and who satisfies the Council that he/she possesses the qualifications declared for the post and that he/she is otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Planning, Community & Local Government sanction, be appointed as an appropriate vacancy arises.   Rolling Recruitment Procedure Some positions for Dublin City Council may be advertised on a rolling recruitment basis, with no set closing date for applications. The nature of Rolling Recruitment is that competitions may be closed at short notice if a large volume of applications are received. It is in the candidate’s best interest, therefore, to submit their application as early as possible.   Reapplying for the post Provided a position is still open for applications, candidates who have not been successful at shortlisting or interview for a rolling recruitment position, may reapply for subsequent rounds of interview, should they arise.   Candidates should note however that an exclusion period might apply in such cases. i.e. candidates may not be called for an interview for a specific period following their initial application process. This period of exclusion may differ for each position and will be determined by HR management.   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.   Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER 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 VRS, except that the prohibition is for a period of 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition.   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 re-employment 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. Thereafter the consent of the Minister for Public Expenditure and Reform will be required prior to re-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) and the Minister’s consent will have to be secured prior to employment by any public service body.   Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. 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.   Please note that this document is for information purposes only and does not equate to a contract or include all terms and conditions that apply to recruitment and employment by Dublin City Council.

23 hours ago
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