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MUSIC DEVELOPMENT OFFICER - PERSON SPECIFICATION Mayo, Sligo, Leitrim Education and Training Board (MSLETB) seeks to employ a Music Development Officer to implement its plans for the provision of performance music education for children and young people in Co. Sligo. We are seeking a skilled professional with significant experience in music development and/or music education or a relevant artistic field, who has a combination of initiative, rigour, excellent interpersonal and leadership skills, and a passion for music. This position requires a hard-working and efficient individual with a demonstrable track record of achievement and delivering results. The ideal candidate will have a breadth of experience and understanding of performance music education across a range of ages, genres of music and contexts, and must have quantifiable and relevant management and financial experience in project planning/delivery and/or developmental initiatives. There is the potential, subject to qualifications and experience and the needs of the role, for the Music Development Officer to be involved in the delivery of some programmes; however, this is not mandatory. The role of Music Development Officer offers a unique opportunity for someone dynamic to join MSLETB at a time of exciting change in the music education landscape in Ireland. ESSENTIAL CRITERIA To qualify for appointment candidates must have: A professional qualification in music or music education and/or a relevant Level 7 qualification (e.g. music degree, arts management, business management, etc.) and/or a proven track record of at least three years’ experience in music development, music education management, or another relevant artistic field. Experience of leading and developing musician/artistic and administrative teams. Management experience in project planning and delivery and/or developmental initiatives. Full current Driving Licence with access to own transport. DESIRABLE CRITERIA Candidates should have: An excellent understanding of performance music education, music, arts and education policies, and the local music/music education sector. A track record of playing a key role in actively developing and sustaining strategic partnerships. An understanding of, or experience in, working in a large public sector organisation would be an advantage. Management and administration experience, including strong financial and budget management. Experience of preparing reports, statistical information, and meeting other reporting requirements. Excellent communication skills, including written, verbal, and digital. CORE COMPETENCIES REQUIRED Leadership, Initiative and Managing Teams Possess excellent leadership capability with the capacity to champion, energise, motivate and manage teams, deliver successful results, and make things happen. Have a track record in delivering successful results in an arts-related field. Understand that the delivery of high-quality performance music education is the core business of Music Generation Sligo and demonstrate the willingness and ability to lead and manage individuals and teams to achieve this. Drive, Commitment and Delivery of Results Be a highly motivated and diligent individual, with a passion for and commitment to music education. Demonstrate the ability to use, and to manage others in using, a range of resources, supports and processes to ensure the effective and efficient running of the Music Generation Sligo programme. Leading Effective Partnerships and Networks Demonstrate the capacity to foster positive strategic relationships, communicate effectively, and create synergies with a variety of stakeholders. Be a strategic thinker with a high level of proficiency in planning and organisation, and a natural capacity to manage a busy and varied role. Managing and Developing Initiatives and Programmes Demonstrate the skills to take on and respond to a broad and long-term view of the development needs of the Music Generation Sligo programme. Have an entrepreneurial mind-set, with strong financial experience and an aptitude for the challenges of achieving success. Have a knowledge of developing practice in music education nationally and internationally, and a breadth of experience and understanding of performance music education across a range of ages, genres of music and contexts. Self-Awareness / Self-Management Have a high level of motivation and passion for this job, a strong understanding of the role, and a clear and convincing rationale for seeking the position. Be a reflective thinker, consistently review own performance, and set self-challenging goals and targets. JOB DESCRIPTION About Music Generation Sligo Music Generation Sligo is a performance music education programme in Co. Sligo providing access to a range of vocal and instrumental music opportunities for children and young people in their local area. Initiated by Music Network, Music Generation is co-funded by U2, The Ireland Funds, the Department of Education and Youth, and Local Music Education Partnerships (LMEPs). Locally, Music Generation Sligo is supported and funded by MSLETB and Sligo Co Council. Duties The Music Development Officer has overall responsibility for delivering the Music Generation Sligo programme. Duties shall include, but are not limited to: Programme Development Drive the artistic and developmental vision of Music Generation Sligo and ensure that it is focused on delivering high-quality experiences and outcomes for children/young people. Generate participation among children/young people. Based on the Music Generation Sligo Strategic Plan 2025–2029, devise an annual workplan for Music Generation Sligo. Leading and Managing a Team of Musician Educators Participate in the engagement and recruitment of the Music Generation Sligo team of musician educators. Lead, motivate and manage musician educators in the design, development, and delivery of a range of performance music education programmes of high artistic and educational standards in response to local need and context. Plan and manage, on an ongoing basis, a range of professional development and training supports for these musician educators which supports and cultivates a community of learning. Leading and Managing Administration Support Line manage the Music Generation Administrator role. Establish and oversee effective data management systems such as student records, musician educator records, attendance, purchasing and spending procedures, and timetables. Strategic Partnership Development Build and develop strategic partnerships and close working relationships with a network of stakeholder agencies, organisations, groups and individuals within the public, private, community and voluntary sectors. Public Awareness Raise public awareness about Music Generation Sligo through a variety of channels and media. Finance and Compliance Overall responsibility for budget management, including procurement. Identify and access additional sources of locally generated matched funding. Financial and compliance reporting to MSLETB and the Music Generation National Development Office. Asset management. Ensure compliance with Child Protection regulations, including Garda Vetting. Reporting Be responsible for reporting on all aspects of the Music Generation Sligo programme to the Music Generation National Development Office, including programme development and planning, strategic plan updates, budgeting, and an annual workplan. Participation in the National Programme of Music Generation Work collaboratively with the Music Generation National Development Office in developing Music Generation Sligo. Actively participate in the Leadership Network (the professional learning network for Music Generation Development Officers nationally). Work with the Music Generation National Development Office on public awareness and advocacy initiatives. Other Duties Undertake other duties at the direction of MSLETB, as required, to ensure the success of Music Generation Sligo. Duties and responsibilities may evolve or change from time to time in accordance with the needs of the organisation. Garda Vetting Garda Vetting will be sought in accordance with the National Vetting Bureau Act, 2016 and there being no disclosure of convictions which MSLETB considers would render the candidate unsuitable to work with children/vulnerable adults. This process will commence prior to appointment. Driving Licence Candidates must hold a full current driving licence with access to own transportation. Terms & Conditions of Employment Tenure Fixed Term contract until 15/06/2026 commencing from date of appointment. Hours of Work Attendance will be 35 hours per week, required during normal ETB office hours and at such other times as are necessary for the delivery of Music Generation Sligo. Initial Location The role of Music Development Officer will be primarily based in the MSLETB Offices, Quay Street, Sligo. Mayo, Sligo and Leitrim Education and Training Board reserves the right to assign you to any other location or base that is under the control of MSLETB, as the need arises. Any change in location or base will not be deemed as redeployment as provided for under the Public Service Agreements. Salary The current salary scale for the Music Development Officer post is – Rate from 01/08/2025: €57,323 €58,691 €60,356 €63,490 €65,362 €67,688* €70,031** IMPORTANT NOTICE RE: SALARY: As per DE guidelines, new appointees who are entering this grade for the first time will start at the minimum point of the scale. Incremental credit may only 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. Starting Salary is not subject to negotiation. Recruitment Selection shall be by means of a competition based on an interview conducted by or on behalf of MSLETB. Recruitment to posts within MSLETB is on the basis of merit as assessed at interview and supported by references. A shortlisting process may be undertaken to identify candidates who most closely meet the criteria for the post. Candidates invited for interview may be required to give a verbal presentation outlining their approach to the role of Music Development Officer and their ideas regarding further development of the Music Generation Sligo programme. The first interview may reduce the initial shortlist and remaining candidates may be invited for a subsequent interview. Probation The successful candidate shall serve a probationary period in accordance with the terms set out in MSLETB’s Probationary Policy. Annual Leave The annual leave allowance for the position of Music Development Officer is 27 days p.a. This allowance is subject to the usual conditions regarding the granting of annual leave in MSLETB, is based on a five-day week, and is exclusive of the usual public holidays. 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 relevant legislation and Department of Education & Youth sick leave circulars. Start Date MSLETB shall require a person to whom an appointment is offered to take up such appointment within a period of not more than 6 weeks. If they fail to take up the appointment within such period, or such longer period as the MSLETB in its absolute discretion may determine, MSLETB shall not appoint them. Business Travel When absent from home and headquarters on duty, appropriate travelling expenses and subsistence allowances will be paid subject to the normal Civil Service regulations.
Relief School Warden
SECTION 1: THE ROLE Each local authority can arrange with An Garda Síochána for School Traffic Wardens to patrol places where school children cross public roads. The School Traffic Warden’s role is to ensure that primary-school children cross public roads safely on their way to and from school. The Gardaí and School Traffic Wardens are the only officials in Ireland who have the authority to stop other vehicles on public roads. The law governing the appointment of school traffic wardens is the Road Traffic Act, 1961 (Section 96). School Traffic Wardens usually work in the mornings, at lunchtime and in the evenings, when children are most likely to cross the road to go to or from school. School Traffic Wardens wear a distinctive uniform (a high-visibility coat and hat). They must also carry a distinctive sign (a white disc with a red border and the word ‘Stop’ in the centre). By displaying this sign, the school traffic warden has the power to stop the traffic to enable school children to cross the road in safety. Traffic must remain stopped as long as the warden displays the sign. SECTION 2: DUTIES The duties shall be such as may be assigned to the officer from time to time by the local authority. These duties may include: - Reporting for duty promptly at the specified times and locations assigned, under the direction of the Supervisor. The Warden must operate strictly in accordance with the instructions for School Wardens (as per Garda/Cork County Council training) at all times. The person employed will be required to perform assigned duties exercising a duty of care, in the interest of safety of oneself, fellow employees and the general public, at all times in compliance with Cork County Council’s Health and Safety Management System. Working in a safe manner, in full compliance with the relevant safety legislation and construction regulations, will be the primary responsibility of all School Wardens. The School Warden will use the statutory uniform and equipment provided for the safety of yourself, children and all other members of the public, especially when stopping traffic on the public roadway. This requires carrying of the official Stop sign at all times and to ensure that the uniform is kept in a clean neat condition. Maintain control over children who are awaiting your instructions to cross. If the Warden has any trouble in controlling, or encounter disobedience by the children, they should inform the Principal of the school concerned. Any disobedience by traffic in general should be reported forthwith to the Gardaí. The Warden should never break up organised convoys, weddings, funerals, parades, or hold up fire appliances or ambulances for the purpose of allowing children to cross but wait for suitable opportunities when they have passed. Report any problems or difficulties to the Local Municipal District Roads & Engineering Offices. All accidents at the crossing point involving the Warden in the operation of his/her duties must be reported immediately after the duty period by telephone, to the Local Municipal District Roads & Engineering Offices. All relevant details must be recorded including car make/model, registration number, name of drivers/pedestrians involved, time and date of accident. The names/addresses of any witnesses must be recorded also and a written report is to be submitted to the Local Municipal District Roads & Engineering Offices within the following 3 days. The Warden must not attempt to apportion blame to any person nor admit liability on his/her (or the Council’s) own part. In connection with the hours of duty any changes made by the school to their class times, which affect your duty periods, must be notified to the Local Municipal District Roads & Engineering Offices. SECTION 3: ELIGIBILITY CRITERIA / QUALIFICATIONS Character Each candidate must be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. The Council reserves the right to retire a Warden who in the opinion of the Council’s medical advisor is medically unsuitable to discharge his/her duties effectively due to age or infirmity. Education, Experience Each candidate must have a good general education of a sufficient standard to enable that person to understand fully and carry out the duties of the post. An ideal candidate will: A. Operate at all times at the designated crossing point. This crossing point cannot be altered however temporarily by any person/body other than Cork County Council (with Garda Approval). B. Comply with safety policy and directive in force from time to time and must wear the uniform and carry the sign at all times while on duty. C. Ensure compliance with organisational policies, procedures and legislation. D. Co-operate with the familiarisation/instruction of other employees where appropriate. E. Manage and maintain resources effectively and efficiently. Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004. A candidate who is not classified as a new entrant must be under 70 years of age. SECTION 4: TENURE The employment is for the duration of the school year. The employment is part-time and pensionable. A panel may be formed to fill vacancies for Relief School Warden Dunmanway which may arise during the lifetime of the panel. Sick leave does not apply to this part-time employment, however, depending on the number of hours worked a Warden may be entitled to claim Disability Benefit from the Department of Social Welfare. The local authority shall require persons to whom an appointment is offered to take up such appointments within a period of not more than one month and if they fail to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint them. SECTION 5: SALARY The wage for the post is: €19.02 basic per hour. Payment will not be made in respect of normal school holiday periods, i.e., summer, Christmas, or Easter or other. The wage shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of any services which they are required by or under any enactment to perform. The contract may be terminated at any time subject to normal legal requirements. SECTION 6: LOCATION OF POST The person appointed will provide cover, as required, for the three national schools in Dunmanway; Scoil Mhuire NS, Modal NS, and St. Patrick Boys NS. The Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Holders of the office shall reside in the Municipal District in which their duties are to be performed or within a reasonable distance thereof. SECTION 7: WORKING HOURS The Warden will be required to operate punctually at all times when children are crossing. The hours of work will be determined by the Principal. Please note that times are subject to change at the Council’s discretion. Hours of Duty: As per the school or as required. N.B. The times are subject to review, having regard to changes in class starting/finishing times and/or changing crossing patterns. SECTION 8: ANNUAL LEAVE Annual leave will, if applicable, be in accordance with the terms of the Holidays Employees Act, 1973 as amended by the Workers Protection (Regular Part-Time Employees) Act, 1991. Please note particularly the Council will determine the times at which annual leave may be taken having regard to the absolute priority of having the school crossing operated while children are attending school. For those who are not entitled to annual leave, the same criteria will apply to unpaid leave of absence. SECTION 9: GARDA VETTING Successful candidates will be subject to Garda Vetting in advance of appointment to the post.
Assistant Civil Defence Officer
THE ROLE Cork City Council invites applications, on the official application form, from suitably qualified persons who wish to be considered for inclusion on a panel from which temporary and permanent vacancies for the post of Assistant Civil Defence Officer (ACDO) may be filled. The ACDO is a full-time employee of the Local Authority and plays a key role in supporting the Civil Defence Officer in the day-to-day management and strategic development of the Civil Defence Unit. This includes assisting with planning, training, volunteer coordination, emergency response, and community engagement. The successful candidate will be expected to demonstrate initiative, leadership, and a commitment to public service, and will be required to deputise for the Civil Defence Officer when necessary. This is a dynamic and rewarding role that offers the opportunity to contribute meaningfully to Cork City’s emergency preparedness and community resilience. Civil Defence is a volunteer-based organisation that supports the Principal Response Agencies during emergencies and provides assistance at community and civic events. The ACDO will work closely with volunteers, local authority staff, and external agencies to ensure the effective delivery of Civil Defence services. DUTIES The key duties and responsibilities of the post of Assistant Civil Defence Officer include: • To assist the Civil Defence Officer in the preparation and submission, in a timely manner and in consultation with local authority management, of the three-year Civil Defence plan as required under Section 12 of the Civil Defence Act, 2012. • To assist the Civil Defence Officer in co-ordinating the arrangements necessary for the implementation of the Civil Defence plan. • To represent Civil Defence on local emergency planning structures and to promote good relations with key personnel in the Principal Response Agencies where directed to do so by the Civil Defence Officer. • To assist the Civil Defence Officer in providing support to the Principal Response Agencies in emergency and non-emergency situations in accordance with both the 2015 White Paper on Defence and the Framework for Major Emergency Management. • Where resources permit, to provide support for community, charitable and local authority events, where directed to do so by the Civil Defence Officer. • To implement/comply with policies, circulars and guidelines as set out by the Civil Defence Branch of the Department of Defence in consultation with their Civil Defence Officer. • To liaise with the Civil Defence Branch of the Department of Defence on behalf of the local authority and to attend meetings for that purpose. • To attend training provided by the Department of Defence and the local authority. • To assist the Civil Defence Officer in arranging for the recruitment, organisation and management of Civil Defence volunteers. • To assist the Civil Defence Officer in arranging and ensuring Civil Defence volunteers are appropriately trained, including mandatory training, and facilitate progression of training for volunteers, including completing an annual training needs analysis. • To follow instructions issued by the Department of Defence in relation to the processing of the annual operational grant and any other grants that are provided. • To follow instructions issued by the local authority/Department of Defence for the purchase, care, maintenance, issue and control of Civil Defence uniforms, vehicles and equipment. • To assist the Civil Defence Officer in maintaining adequate records, including ongoing completion of the Volunteer Register in the manner required and any other reporting requirements as may arise. • To assist the Civil Defence Officer in promoting Civil Defence in the local authority area. 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 them from time to time and to contribute to the development of the post while in office. QUALIFICATIONS FOR THE POST Character Each candidate must be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms – a) Have relevant administrative and IT experience, including proficiency in Microsoft applications, responsibility for managing budgets, and maintaining accurate records. b) Demonstrate strong organisational and leadership skills, along with relevant experience in supervising and developing staff and/or volunteers. c) Have completed a Leaving Certificate or equivalent qualification. d) Possess strong interpersonal and communication skills. e) Willingness to work flexible hours as required. Driving Licence Holders of the office may be required to drive a car in the course of their duties and therefore are required to hold a full driving licence for class B vehicles free from disqualification. Desirable Skills: The ideal candidate will be able to demonstrate a strong ability in the following competency areas: • Delivering Results/Communicating Effectively • Performance Management and Teamwork • Personal Effectiveness • Knowledge, Experience and Skills Salary The salary scale for the post is: €51,722 - €53,266 - €54,844 - €56,454 - €58,076 - €59,967 (LSI 1) - €61,865 (LSI 2) 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 at the minimum point. Hours of Duty The successful candidate will be contracted to work a standard 35-hour week, typically Monday to Friday; however, flexibility is essential as the role routinely involves evening and weekend duties. These additional hours are considered part of the normal responsibilities of the post and will not attract extra remuneration. Instead, time off in lieu will be granted by arrangement with the line manager. Under the direction of the Civil Defence Officer, the post holder will be expected to coordinate their working hours to align with operational needs, including training and emergency duties. The Council also reserves the right to amend working hours as necessary to meet service requirements. 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. Garda Vetting This post may come within the scope of the Local Authorities Garda Vetting Scheme. Please consult our Candidate Information Booklet where further information on Garda Vetting can be found.
Archivist (Engineer Grade III)
The Archivist based in Roscommon will carry out a range of professional duties related to records management and the delivery of archival services within TÉ. The role includes site-specific responsibilities for records held at the Tailte Éireann Roscommon office, as well as contributing to the development of all aspects of the organisation’s archives and records management services. The work will be carried out under the direction of the Records Manager and in collaboration with the existing team of professional archivists and records managers. Role Responsibilities The role of Archivist includes, but is not limited to, the following duties: • Managing the storage, retrieval and movement of records held at TÉ Roscommon office; • Arranging, listing, packing, and re-housing of records and archives; • Creating a range of archival finding aids in accordance with accepted national and international standards, National Archives guidelines and procedures, and in-house TÉ requirements; • Appraising records with a view to making recommendations concerning preservation or disposal; • Occasionally working off-site, including conducting record surveys and audits; • Assisting with tasks related to the copying and reproduction of archives and records held by TÉ; • Attending meetings, writing reports concerning functions and activities, and contributing to the preparation of policies, business plans, business cases and tender requests; • Assisting Senior Archivists in the implementation of TÉ records management policies and procedures; • Supporting Senior Archivists in the delivery of workshops and training sessions on records management procedures for staff. Note: This job description is subject to re-definition as part of ongoing reforms within the Public Service and change management initiatives within TÉ. Person Specification On the closing date of Friday, September 5th 2025 at 5pm candidates must satisfy all the following requirements: Essential Criteria: • Hold a relevant academic qualification at minimum Level 8 on the National Framework of Qualifications in Archival Studies and/or records and information management by the Archives and Records Association UK and Ireland, or an equivalent professional body in a jurisdiction outside Ireland and UK; and • Demonstrable knowledge of best professional practice and appropriate standards with regard to the management of records and archives; and • The capacity to demonstrate to a high level the key competencies that have been devised for posts at this level under the following headings, see Appendix A for more details: Leadership Potential; Analysis & Decision Making; Delivery of Results; Interpersonal & Communication Skills; Specialist Knowledge, Expertise and Self Development; Drive & Commitment to Public Service Values. Desirable Criteria: • Pre- or post-qualification experience in cataloguing records; • Demonstrable evidence of continued professional development; • Proficiency in using Excel spreadsheets and archival and/or records management software and systems; • Knowledge or experience in working with one or more of the following: mapping records, legal records or property records; • Experience of at least one of the following areas; delivery of records management services, providing reading room services or digitising archives. Principal Conditions of Service (Please also refer to the Important Additional Information Document provided) General The appointment is on a probationary basis to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Salary The PPC (Personal Pension Contribution) salary for this position with effect from 1st August 2025 is as follows: €39,474 – €41,996 – €42,670 – €46,036 – €49,413 – €52,824 – €56,392 – €58,645 – €60,908 – €63,191 – €65,460 – €67,736 – €70,011 – €72,279 – €74,567 – €77,094 LSI1 – €79,618 LSI2 Personal Pension Contribution (PPC) The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3 (LSI1) and 6 (LSI2) years’ satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance, increments may be payable in line with current Government Policy. Payment will be made weekly / fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members / Former Staff Members / Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your manager(s) to determine whether you: (i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct; (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A (2) Civil Service Regulation Acts 1956–2005. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you by HR, and you will be given a copy of the Department of Public Expenditure and Reform’s guidelines on probation. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy at their former grade in their former Department. In the following circumstances your contract may be extended and your probation period suspended: • The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave; • In relation to an employee absent on Parental Leave or Carer’s Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation; and • Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employee’s return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. Unfair Dismissals Acts 1977–2015 The Unfair Dismissals Acts 1977–2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Headquarters Headquarters will be such as may be designated from time to time by the CEO. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Duties The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with his/her role. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours 15 minutes gross per week or 35 hours net per week. No additional payment will be made for extra attendance (over and above 41 hours 15 minutes gross or 35 hours net per week) as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time. TÉ offers flexible working, with a commitment to work-life balance and a family-friendly workplace. Annual Leave The annual leave allowance for this position is 25 days, rising to 29 days after 5 years’ service, and to 30 days after 10 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays.
Healthcare Assistants
We are now Recruiting Healthcare Assistants Pay: €30,000 per annum based on 39 hour full time contract Qualification: Must complete 8 modules in QQI Level 5 within the next 12 months or social care worker / Nursing qualification along with experience in a healthcare/hospital setting will be preferred. Job Description Duties and Responsibilities: Care of people with dementia, chronic health conditions and other high dependency care. Provide companionship, Medication reminders, Personal care (assist with bathing and showering) Assist with getting up and going to bed. Assist with their meals.
Healthcare Assistants
We are now Recruiting Healthcare Assistants Pay: €30,000 per annum based on 39 hour full time contract Qualification: Must complete 8 modules in QQI Level 5 within the next 12 months or social care worker / Nursing qualification along with experience in a healthcare/hospital setting will be preferred. Job Description Duties and Responsibilities: Care of people with dementia, chronic health conditions and other high dependency care. Provide companionship, Medication reminders, Personal care (assist with bathing and showering) Assist with getting up and going to bed. Assist with their meals.
Healthcare Assistants
We are now Recruiting Healthcare Assistants Pay: €30,000 per annum based on 39 hour full time contract Qualification: Must complete 8 modules in QQI Level 5 within the next 12 months or social care worker / Nursing qualification along with experience in a healthcare/hospital setting will be preferred. Job Description Duties and Responsibilities: Care of people with dementia, chronic health conditions and other high dependency care. Provide companionship, Medication reminders, Personal care (assist with bathing and showering) Assist with getting up and going to bed. Assist with their meals.
Team Manager
Salary: Commencing at €45,995 per year Benefits: 23 days annual leave (per annum), colleague discount, employee assistance programme. BECAUSE PEOPLE LISTEN WHEN YOU TALK A people-first culture where you can work with impact. A business that continues to grow and invest creating maximum joy at minimum cost. Just look at our 80,000+ colleagues across 450+ stores covering many markets globally, all leaving their mark. Our colleagues are the heart of everything we do – we’re caring, dynamic and we succeed together. The Team Manager role is at the forefront of this. There’s real accountability and ownership, we give our managers freedom within a framework, which means you can shape your team’s development and encourage a fast, efficient, enjoyable customer experience. What you’ll do At Primark we do retail our way…so here is a taste of what you can expect in the role. Excited? Good. Because it’s energising to put your skills to work in a growing global business committed to helping people express themselves – and feel a sense of belonging. Apply to make an impact as a Team Manager and be welcomed to the wide world of Primark. THIS IS RETAIL OUR WAY! APPLY NOW & PLEASE UPLOAD YOUR CV. Our fashion isn’t one-size-fits-all and neither is our culture. Primark promotes equal employment opportunity, we strive to create an inclusive workplace where people can be themselves, access opportunities and thrive together.
Department Manager
Salary: €51,028 Contract: Full-Time, Fixed Term, 5 days out of 7 Benefits: 23 days annual leave (per annum), colleague discount, employee assistance programme. BECAUSE YOU’RE READY FOR THE NEXT LEVEL A people-first culture where you can work with impact. A business that continues to grow and invest creating maximum joy at minimum cost. Just look at our 80,000+ colleagues across 450+ stores covering many markets globally, all leaving their mark. Our colleagues are the heart of everything we do – we’re caring, dynamic and we succeed together. The Department Manager plays a pivotal role, with genuine accountability and ownership. Our managers are empowered within a structured framework, allowing you to mould your team’s growth and enhance the customer experience. What you’ll do At Primark we do retail our way…so here is a taste of what you can expect in the role: Excited? Good. Because it’s energising to put your skills to work in a growing global business committed to helping people express themselves – and feel a sense of belonging. Apply to make an impact as a Department Manager and be welcomed to the wide world of Primark. THIS IS RETAIL OUR WAY! APPLY NOW & PLEASE UPLOAD YOUR CV. Our fashion isn’t one-size-fits-all and neither is our culture. Primark promotes equal employment opportunity, we strive to create an inclusive workplace where people can be themselves, access opportunities and thrive together.
Sales Advisor
We are recruiting for permanent 12 hour part-time contract. These positions are based in the H&M Athlone store in Athlone Town Centre shopping centre. As a Sales Advisor, you are responsible for always putting our customers firstwhile creating an exceptional shopping experience in-store. Together with a great team, you contribute to the sales and profitin your storeand share product and fashionknowledge. Key responsibilities: If your personality and love for people & fashion matches our beliefs and values, we appreciate this more than your experience & qualifications for our Sales Advisor positions. Availability 7 days fully flexible, weekends included. Unfortunately, this is not a position that we are able to offer sponsorship for under the skilled worker route. Benefits We offer all our employees at H&M Group attractive benefits with extensive development opportunities around the globe. All our employees receive a staff discount card, usable on all our H&M Group brands in stores and online. Brands covered by the discount are H&M (Beauty and Move included), COS, Weekday, Monki, H&M HOME, & Other Stories, ARKET, Afound. In addition to our staff discount, all our employees are included in our H&M Incentive Program – HIP. You can read more about our H&M Incentive Program here . In addition to our global benefits, all our local markets offer different competitive perks and benefits. Please note that they may differ between employment type and countries. Inclusion & Diversity H&M is a part of H&M Group. At H&M Group, we’re determined to create and maintain inclusive, diverse and equitable workplaces throughout our organisation. Our teams should consist of a variety of people that share and combine their knowledge, experience and ideas. Having a diverse workforce leads to a positive impact on how we address challenges, on what we perceive possible and on how we choose to relate to our colleagues and customers all over the world. Hence all diversity dimensions are taken into consideration in our recruitment process. We strive to have a fair and equal process and therefore kindly ask you not to attach a cover letter in your application as they often contain information that easily can trigger unintentional biases.
