Jobs
Sort by: relevance | dateTraineeship Programme 2026
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations. Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department. In commencing employment under this competition Officers will be required to develop and apply the following key skills: · Efficiency : meeting deadlines while ensuring all work carried out is to a high standard. · Being a Team Player : the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others. · Organisational Skills : you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary. · Technical Skills : strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP. · Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily. · Customer Service Skills : Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders. On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1 · Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation. ANDYear 2 · Job Coach – working with and engaging with jobseekers to assist them find employment. OR · EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005. OR · EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services. It is expected that those successful in this competition will: · Spend their first year in the Deciding Officer role. · Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department. · Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role. · Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are: · Certificate in Social Protection Studies (Accredited QQI Level 6). · Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role. · Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role. · Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role. · Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role. · [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.] · Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice. · After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade. · Be placed in any available EO roles further to successful promotion to EO . Who Should Apply Eligible persons who are: · Interested in joining the Department at an entry level as a starting point for a career in the Civil Service. · Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years. The Application Process If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025 . The next stage is the assessment stage : 1. All eligible candidates will be invited to undertake an online psychometric test. 2. The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview. These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage. At the competitive interview stage , candidates will be assessed for suitability based on: · The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer ). · An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular: o Innovation and change management o Managing a team and ensuring high quality outputs o Resolving complex queries o Using initiative and taking responsibility for areas of work o Analysing and understanding information, making recommendations and decisions o Leading supporting and motivating a team to achieve set goals o Coaching, guidance and feedback to others to support their development o Developing specialist expertise and knowledge in their area. Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026. Entry Requirements and Eligibility Candidates must: · Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period. – see relevant capabilities ( Executive Officer ). · Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP. · Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7. · Have the requisite knowledge, skills, and behaviours required including: • take direction / follow instructions. • organise and prioritise work effectively. • work well with the public and colleagues. • be flexible in their approach to work. • be able to communicate effectively in a clear and concise manner. • Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025 . • Fulfil citizenship, health, and character requirements ( see below ). • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes. Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations. Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector . Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed. Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established. DSP is an Equal Opportunities Employer . We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023 . Other Recruitment Information Health & Character Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought. Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts. Garda Vetting If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligibility to Compete and Certain Restrictions on Eligibility In order to participate in this competition, the following Citizenship requirements apply: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 41 permission or a Stamp 5 permission. 1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must meet one of the citizenship criteria above by the closing date. 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. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non- eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (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 1st 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. People who availed of the VER scheme are not eligible to compete in this competition . People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). 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. Employer of Choice As an Employer of Choice, the Civil Service has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions of Service General The appointment is 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 New Entrant Appointees will be offered a salary of €596.11 per week . This is the first point of the Clerical Officer Salary scale. Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures. CO Pay-scale effective 1st August 2025 DPER Circular 16/2025 €596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74 €805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2) 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. 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. 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. The Probation Process as part of this Competition For new entrants into the Civil Service , the appointment in Year 1 is to a permanent Clerical Officer 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. For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at CO grade, there will be no requirement to repeat probation. All other appointees will serve a one-year Clerical Officer 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 in their former grade in their former Department. If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer. If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer. During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, (iii) is suitable with regard to attendance, and (iv) is suitable from the viewpoint of health with particular regard to sick leave.
Traineeship Programme 2026
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations. Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department. In commencing employment under this competition Officers will be required to develop and apply the following key skills: · Efficiency : meeting deadlines while ensuring all work carried out is to a high standard. · Being a Team Player : the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others. · Organisational Skills : you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary. · Technical Skills : strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP. · Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily. · Customer Service Skills : Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders. On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1 · Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation. ANDYear 2 · Job Coach – working with and engaging with jobseekers to assist them find employment. OR · EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005. OR · EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services. It is expected that those successful in this competition will: · Spend their first year in the Deciding Officer role. · Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department. · Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role. · Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are: · Certificate in Social Protection Studies (Accredited QQI Level 6). · Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role. · Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role. · Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role. · Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role. · [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.] · Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice. · After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade. · Be placed in any available EO roles further to successful promotion to EO . Who Should Apply Eligible persons who are: · Interested in joining the Department at an entry level as a starting point for a career in the Civil Service. · Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years. The Application Process If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025 . The next stage is the assessment stage : 1. All eligible candidates will be invited to undertake an online psychometric test. 2. The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview. These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage. At the competitive interview stage , candidates will be assessed for suitability based on: · The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer ). · An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular: o Innovation and change management o Managing a team and ensuring high quality outputs o Resolving complex queries o Using initiative and taking responsibility for areas of work o Analysing and understanding information, making recommendations and decisions o Leading supporting and motivating a team to achieve set goals o Coaching, guidance and feedback to others to support their development o Developing specialist expertise and knowledge in their area. Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026. Entry Requirements and Eligibility Candidates must: · Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period. – see relevant capabilities ( Executive Officer ). · Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP. · Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7. · Have the requisite knowledge, skills, and behaviours required including: • take direction / follow instructions. • organise and prioritise work effectively. • work well with the public and colleagues. • be flexible in their approach to work. • be able to communicate effectively in a clear and concise manner. • Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025 . • Fulfil citizenship, health, and character requirements ( see below ). • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes. Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations. Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector . Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed. Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established. DSP is an Equal Opportunities Employer . We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023 . Other Recruitment Information Health & Character Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought. Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts. Garda Vetting If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligibility to Compete and Certain Restrictions on Eligibility In order to participate in this competition, the following Citizenship requirements apply: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 41 permission or a Stamp 5 permission. 1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must meet one of the citizenship criteria above by the closing date. 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. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non- eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (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 1st 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. People who availed of the VER scheme are not eligible to compete in this competition . People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). 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. Employer of Choice As an Employer of Choice, the Civil Service has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions of Service General The appointment is 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 New Entrant Appointees will be offered a salary of €596.11 per week . This is the first point of the Clerical Officer Salary scale. Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures. CO Pay-scale effective 1st August 2025 DPER Circular 16/2025 €596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74 €805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2) 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. 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. 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. The Probation Process as part of this Competition For new entrants into the Civil Service , the appointment in Year 1 is to a permanent Clerical Officer 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. For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at CO grade, there will be no requirement to repeat probation. All other appointees will serve a one-year Clerical Officer 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 in their former grade in their former Department. If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer. If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer. During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, (iii) is suitable with regard to attendance, and (iv) is suitable from the viewpoint of health with particular regard to sick leave.
Traineeship Programme 2026
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations. Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department. In commencing employment under this competition Officers will be required to develop and apply the following key skills: · Efficiency : meeting deadlines while ensuring all work carried out is to a high standard. · Being a Team Player : the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others. · Organisational Skills : you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary. · Technical Skills : strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP. · Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily. · Customer Service Skills : Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders. On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1 · Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation. ANDYear 2 · Job Coach – working with and engaging with jobseekers to assist them find employment. OR · EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005. OR · EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services. It is expected that those successful in this competition will: · Spend their first year in the Deciding Officer role. · Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department. · Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role. · Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are: · Certificate in Social Protection Studies (Accredited QQI Level 6). · Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role. · Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role. · Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role. · Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role. · [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.] · Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice. · After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade. · Be placed in any available EO roles further to successful promotion to EO . Who Should Apply Eligible persons who are: · Interested in joining the Department at an entry level as a starting point for a career in the Civil Service. · Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years. The Application Process If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025 . The next stage is the assessment stage : 1. All eligible candidates will be invited to undertake an online psychometric test. 2. The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview. These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage. At the competitive interview stage , candidates will be assessed for suitability based on: · The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer ). · An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular: o Innovation and change management o Managing a team and ensuring high quality outputs o Resolving complex queries o Using initiative and taking responsibility for areas of work o Analysing and understanding information, making recommendations and decisions o Leading supporting and motivating a team to achieve set goals o Coaching, guidance and feedback to others to support their development o Developing specialist expertise and knowledge in their area. Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026. Entry Requirements and Eligibility Candidates must: · Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period. – see relevant capabilities ( Executive Officer ). · Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP. · Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7. · Have the requisite knowledge, skills, and behaviours required including: • take direction / follow instructions. • organise and prioritise work effectively. • work well with the public and colleagues. • be flexible in their approach to work. • be able to communicate effectively in a clear and concise manner. • Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025 . • Fulfil citizenship, health, and character requirements ( see below ). • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes. Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations. Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector . Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed. Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established. DSP is an Equal Opportunities Employer . We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023 . Other Recruitment Information Health & Character Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought. Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts. Garda Vetting If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligibility to Compete and Certain Restrictions on Eligibility In order to participate in this competition, the following Citizenship requirements apply: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 41 permission or a Stamp 5 permission. 1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must meet one of the citizenship criteria above by the closing date. 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. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non- eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (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 1st 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. People who availed of the VER scheme are not eligible to compete in this competition . People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). 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. Employer of Choice As an Employer of Choice, the Civil Service has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions of Service General The appointment is 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 New Entrant Appointees will be offered a salary of €596.11 per week . This is the first point of the Clerical Officer Salary scale. Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures. CO Pay-scale effective 1st August 2025 DPER Circular 16/2025 €596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74 €805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2) 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. 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. 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. The Probation Process as part of this Competition For new entrants into the Civil Service , the appointment in Year 1 is to a permanent Clerical Officer 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. For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at CO grade, there will be no requirement to repeat probation. All other appointees will serve a one-year Clerical Officer 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 in their former grade in their former Department. If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer. If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer. During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, (iii) is suitable with regard to attendance, and (iv) is suitable from the viewpoint of health with particular regard to sick leave.
Traineeship Programme 2026
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach, EO Inspector or EO Operations. Successful candidates will gain valuable experience of working in the Civil Service at an entry level grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include structured on the job training and formal classroom-based learning) to develop towards an EO role in several key areas across the Department. In commencing employment under this competition Officers will be required to develop and apply the following key skills: · Efficiency : meeting deadlines while ensuring all work carried out is to a high standard. · Being a Team Player : the capacity to work well with others by offering ideas and knowing/understanding the responsibilities expected by others. · Organisational Skills : you may have several tasks to complete every day. Good organisational skills are required so that you can plan, manage, and delegate all tasks as necessary. · Technical Skills : strong IT skills are required to process the knowledge to run relevant tools and programmes within DSP. · Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high standard of work while showing the flexibility to get a number of tasks completed daily. · Customer Service Skills : Strong customer service skills can help you negotiate interpersonal relationships with members of the public and other stakeholders. On-the-job practical experience and structured learning (on the job and formal accredited training) will be provided to successful candidates from this competition. Over the two-year distinct career development journey, in which candidates will be fully supported, it is envisaged that successful candidates will take on the following DSP-specific customer facing roles: Year 1 · Deciding Officer - making decisions on the awarding of income support and other payments within the scope of the Social Welfare legislation. ANDYear 2 · Job Coach – working with and engaging with jobseekers to assist them find employment. OR · EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under Section 250 of the Social Welfare (Consolidation) Act 2005. OR · EO Operations - Process claims, manage applications for various schemes, and handle customer inquiries related to income supports and services. It is expected that those successful in this competition will: · Spend their first year in the Deciding Officer role. · Following successful probation (or for those staff who have already completed probation) take part in an accelerated learning programme in their second year (in either a Job Coach, EOI or EO Operations role) to gain experience of different areas and of key aspects of these and other roles in the Department. · Upon successfully commencing their second year, be awarded an allowance to support them taking on either a Job Coach, EO Inspector or EO Operations role. · Participate, complete and be successful in Third Level Accredited Learning Programmes (to QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led Training and Peer Supported Learning (practical role-based activities). Examples of specific accredited learning modules included on the Programme are: · Certificate in Social Protection Studies (Accredited QQI Level 6). · Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer Role. · Certificate in Public Employment Services Provision (Accredited QQI Level 7) – for Job Coach Role. · Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – for EO Inspector Role. · Certificate in Managing Social Protection Services (Accredited QQI Level 7, 15 ECTS) – for EO Operations Role. · [Note: For those staff who have already completed these specific accredited learning programmes noted, there will be no obligation to complete the learning again.] · Take part in regular checkpoint meetings to assess and review their progression. Successfully completing these assessments will allow staff in the distinct roles to progress on the career development journey. Local Coaches and a Human Resources Mentor will provide successful candidates with ongoing support and advice. · After year two, and having demonstrated satisfactory progression, successful candidates will have an opportunity to participate, via an interview process, for a role at Executive Officer grade. · Be placed in any available EO roles further to successful promotion to EO . Who Should Apply Eligible persons who are: · Interested in joining the Department at an entry level as a starting point for a career in the Civil Service. · Existing/Serving Civil Servants – up to and including Clerical Officer grades (or equivalent grades), interested in progressing to a higher-grade role in DSP, following an accelerated learning programme and a further assessment through a final interview process following completion of the initial two years. The Application Process If interested in this unique career development opportunity, your first step, will be to create an account on the DSP Careers Portal so that you can apply for this opportunity by 3pm on the closing date of 17th September 2025 . The next stage is the assessment stage : 1. All eligible candidates will be invited to undertake an online psychometric test. 2. The highest placed candidates, by preferred location, placed in order of merit following the psychometric test will be called for competitive interview. These candidates will be requested to submit a capability-based questionnaire in advance of the interview which will be used during the interview stage. At the competitive interview stage , candidates will be assessed for suitability based on: · The capabilities for the CO role based on the Public Jobs Capability Framework (see Clerical Officer ). · An aptitude and interest in engaging in the training and development aspects of the career development opportunity and in developing EO Capabilities as detailed in the EO Capability Framework. In particular: o Innovation and change management o Managing a team and ensuring high quality outputs o Resolving complex queries o Using initiative and taking responsibility for areas of work o Analysing and understanding information, making recommendations and decisions o Leading supporting and motivating a team to achieve set goals o Coaching, guidance and feedback to others to support their development o Developing specialist expertise and knowledge in their area. Following the competitive interview stage, it is intended to recruit 30 successful candidates on the order of merit, by preferred location, to undertake this Programme commencing early in 2026. Entry Requirements and Eligibility Candidates must: · Demonstrate an ability to perform the capabilities required of a Clerical Officer with potential to develop the capabilities required for the role of Executive Officer during a two-year period. – see relevant capabilities ( Executive Officer ). · Demonstrate an openness and ability to acquire the skills and knowledge to progress to the Executive Officer Role in DSP. · Demonstrate a keen interest in the career development aspects of the opportunity, the learning / training (on the job and formal) and the development opportunities that will be provided, as well as the capacity to take on and succeed in Accredited learning, e.g. QQI Level 6 and 7. · Have the requisite knowledge, skills, and behaviours required including: • take direction / follow instructions. • organise and prioritise work effectively. • work well with the public and colleagues. • be flexible in their approach to work. • be able to communicate effectively in a clear and concise manner. • Be at least 17 years of age on or before the closing date of 3pm on Wednesday, 17th September 2025 . • Fulfil citizenship, health, and character requirements ( see below ). • Ensure that they meet the criteria regarding Public & Civil Service Redundancy/Ill Health Retirement Schemes. Choosing the Location for the roles of Deciding Officer, Job Coach, EO Inspector and EO Operations. Successful candidates will be placed in a role located in Longford, Buncrana, Letterkenny, Galway City, Waterford City, Cork City, Limerick City and Dublin City initially and for the duration of the career development journey in Deciding Officer and Job Coach / EO Inspector . Applicants should select a maximum of one location where they would be prepared to work if successful. Locations, once chosen, cannot be changed. Selection of one particular location will automatically eliminate applicants from being considered for positions in the other locations. The panel formed as part of this recruitment process will be in place for a period of 1 year from the date on which it is established. DSP is an Equal Opportunities Employer . We believe that a thriving, inclusive public service that is energised by the contribution of employees from all sectors of society leads to more innovative, productive workplaces and more responsive and inclusive policies, programmes, and services. All of our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-2023 . Other Recruitment Information Health & Character Candidates must be in good health, capable and competent of carrying out the work assigned to them, and they must be of good character. Those under consideration for a position will be required to complete a health and character declaration and a Garda Vetting form. References will be sought. Some posts will also require special security clearance. In the event of potential conflicts of interest, candidates may not be considered for certain posts. Garda Vetting If an applicant comes under consideration for appointment, they will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the selection process, the Garda Vetting form will be destroyed by the Department of Social Protection. Therefore, if the applicant subsequently comes under consideration for another competition conducted by the Department of Social Protection, they may be required to supply this information again on that occasion. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligibility to Compete and Certain Restrictions on Eligibility In order to participate in this competition, the following Citizenship requirements apply: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 41 permission or a Stamp 5 permission. 1Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. To qualify, candidates must meet one of the citizenship criteria above by the closing date. 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. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non- eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (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 1st 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. People who availed of the VER scheme are not eligible to compete in this competition . People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community and Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community and Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28th June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). 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. Employer of Choice As an Employer of Choice, the Civil Service has many flexible and family friendly policies, e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides staff with career opportunities to learn and partake in diverse roles across a range of Civil Service organisations and geographical locations. Principal Conditions of Service General The appointment is 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 New Entrant Appointees will be offered a salary of €596.11 per week . This is the first point of the Clerical Officer Salary scale. Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and further to satisfactory evidence being provided by the Appointee in line with normal procedures. CO Pay-scale effective 1st August 2025 DPER Circular 16/2025 €596.11 €629.46 €637.94 €654.47 €678.87 €703.22 €727.55 €745.29 €765.40 €788.74 €805.15 €828.27 €851.22 €887.05 €915.19 (LS1) €928.12 (LS2) 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. 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. 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. The Probation Process as part of this Competition For new entrants into the Civil Service , the appointment in Year 1 is to a permanent Clerical Officer 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. For existing Civil Servants who have already successfully completed a 1 year Probationary Contract at CO grade, there will be no requirement to repeat probation. All other appointees will serve a one-year Clerical Officer 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 in their former grade in their former Department. If successfully assigned as an Executive Officer after two years, having undertaken the various roles and learning provided to a satisfactory standard, Officers will be required to complete a 1-year probationary period further to appointment as Executive Officer. If after an Officer’s second year appointed under this competition or at any time throughout the first two years of employment, as part of this competition, it is found that the Officer does not meet the assessment criteria required either to progress or the criteria required at the end of the two years to be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical Officer, provided they have successfully passed probation as a Clerical Officer. During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer: (i) has performed in a satisfactory manner, (ii) has been satisfactory in general conduct, (iii) is suitable with regard to attendance, and (iv) is suitable from the viewpoint of health with particular regard to sick leave.
Staff Officer (Grade V)
Longford and Westmeath ETB invite applications for the above permanent role. The initial assignment will be within the Further Education and Training Quality System (FETQS) unit with responsibility for the Quality Assurance of systems, programmes and assessments within LWETB’s Further Education and Training provision, however, LWETB reserves the right to assign the successful candidate to any other area of the organisation. A panel for the above Grade V Quality Assurance (QA) role within the FETQS unit only may be formed and remain in place until 27 March 2026. Candidates must have the requisite knowledge, skills and competencies to carry out the role and be capable and competent of fulfilling the role to a very high standard. Function of the Job To develop and support the FET Quality Assurance (QA) function across the entire Further Education and Training provision on behalf of LWETB to a highly professional standard. Requirements and Eligibility Criteria Candidates must: • Have the requisite knowledge, skills and competencies to carry out the role and be capable and competent of fulfilling the role to a high standard. • Have obtained at least Grade D3 in five subjects in the Leaving Certificate Examination (higher, ordinary, applied or vocational programme) or equivalent or have passed an examination at the appropriate level within the QQI qualifications framework which can be assessed as being of a comparable to Leaving Certificate standard or equivalent or higher or have appropriate relevant experience which encompasses equivalent skills and expertise. • Be at least 17 years of age on or before the date of advertisement of the recruitment competition. • Travel will be required as part of this role and candidates must have access to public or private transport and must be able to meet the travel requirements of the post. • Have excellent IT skills. A high level of proficiency in the following software applications; Microsoft Word, Excel, Outlook, PowerPoint and Teams. Duties / Responsibilities Duties to include but not limited to: • Work as part of a FETQS team to help implement the process of continuous improvement in QA for LWETB. • Provide relevant and timely advice, information and support to Management, the QA team and all other staff on matters relating to the assessment process, the processing of certification, training materials and training aids, training methodologies and training practices to meet the requirements of certifying bodies associated with the delivery of the programmes. • Assist with the timely development of new programmes on behalf of LWETB for existing and emerging client groups / stakeholders. • Research the procurement of learning materials. • Engage constructively in the evaluation and continual improvement processes required to keep LWETB FETQA systems relevant and up-to-date. • Advise Management and others on any improvements / actions required to keep FETQA Systems relevant and up-to-date. • Participate in the implementation and renewal of updates and rollouts of enhancements to FETQA Systems. • Assist the QA team with the Development and Review of Course Specifications / Assessments and Training Plans for all FET Provision as set out in QA Systems. • Support the FETQA team in the development, maintenance and monitoring of an effective QA governance. • Cooperate with the provision of information for the Programme Evaluation Process. • Administer systems and control the application of assessments and certification processes for the FET provision. • Ensure that all matters in relation to the Assessment and Certification processes are conducted in a correct and proper manner in accordance with the process and procedures set out in the LWETB FETQA Systems and in accordance with the criteria outlined by the relevant certifying bodies. This includes but not exclusively, the following: ▪ Produce and maintain the assessment schedule. ▪ Disseminate assessment packs in accordance with the assessment regulations. ▪ Ensure the security of test questions, results and records in all cases. ▪ Coordinate the provision of reasonable accommodation, when required. ▪ Organise and prepare assessment packs and administer the relevant documentation for all assessment events. ▪ Distribute the list for assessment packs and recall list for assessment packs that have been withdrawn or are out-of-date. ▪ Monitor the assessment and certification activity in accordance with the relevant FETQA System and in accordance with the criteria for certifying bodies. ▪ Use QBS, PLSS, RCCRS and any other relevant systems to update and record certification outcomes. ▪ Administer, organise and conduct the processes for the Internal Verification of Assessment results. ▪ Administer any Recognition of Prior Learning (RPL) requests. ▪ Report any breaches or suspected breaches relating to FETQA Systems or contracts to the nominated person(s). ▪ Process any non-conformances in relation to the FETQA System through the appropriate mechanism. ▪ Participate on Results Approval Panels (RAPS), which includes the following: – Administer the record system to process the provisional assessment results for RAP. – Prepare reports for RAP, as required. – Maintain the appropriate results recording System. – Request the certificates from the certifying body after the provisional results have been approved. • Research and produce statistical reports. • Support the learner appeal process with the relevant documentation for the Assessment Appeals Panel. • Cooperate with and facilitate visits for external monitoring / verification processes from all certification or funding bodies. • Provide staff and second providers with briefings / training as required in relation to the FETQA System, Curriculum and Assessment instruments and procedures. • Assist with Certificate Award Ceremonies. • Keep abreast of developments in Training Design, Training Delivery and Assessment techniques and keep the Management Team advised on best practice. • Engage with the wider LWETB activities and developments in particular with regard to audit / implementation / monitoring / evaluation processes. • Liaise with all relevant FET Support Services (such as Technology Enhanced Learning, Enterprise Engagement, Adult Guidance, Recruitment etc.) and keep the Management Team advised on developments. • Liaise and support all certifying bodies as appropriate. • Participate in all professional development opportunities as required. • Undertake such other duties/projects as may be assigned. Competencies required The appointee to this two year fixed term Grade V position will be required to show evidence of the following competencies: People Management • Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues. • Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. • Values and supports the development of others and the team. • Encourages and supports new and more effective ways of working. • Deals with tensions within the team in a constructive fashion. • Encourages, listens to and acts on feedback from the team to make improvements. • Actively shares information, knowledge and expertise to help the team to meet its objectives. Information Management, Analysis and Decision Making • Effectively deals with a wide range of information sources, investigating all relevant issues. • Understands the practical implication of information in relation to the broader context in which s/he works – procedures, divisional objectives etc. • Identifies and understands key issues and trends. • Correctly extracts and interprets numerical information, conducting accurate numerical calculations. • Draws accurate conclusions and makes balanced and fair recommendations backed up with evidence. • Sees the logical implications of taking a particular position of an issue. Delivery of Results • Takes ownership of tasks and is determined to see them through to a satisfactory conclusion. • Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation. • Constructively challenges existing approaches to improve efficient customer service delivery. • Accurately estimates time parameters for project, making contingencies to overcome obstacles. • Minimises errors, reviewing learning and ensuring remedies are in place. • Maximises the input of own team in ensuring effective delivery of results. • Ensures proper service delivery procedures/protocols/reviews are in place and implemented. Interpersonal and Communication Skills • Modifies communication approach to suit the needs of a situation/audience. • Actively listens to the views of others. • Liaises with other groups to gain co-operation. • Negotiates, where necessary, in order to reach a satisfactory outcome. • Maintains a focus on dealing with customers in an effective, efficient and respectful manner. • Is assertive and professional when dealing with challenging issues. • Expresses self in a clear and articulate manner when speaking and in writing. Specialist Knowledge, Expertise and Self Development • Displays high levels of skills/expertise in own area and provides guidance to colleagues. • Has a clear understanding of the roles objectives and how they support the service delivered by the unit and Department/Organisation and can communicate this to the team. • Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team. Drive and Commitment to Public Service Values • Is committed to the role, consistently striving to perform at a high level. • Demonstrates flexibility and openness to change. • Is resilient and perseveres to obtain objectives despite obstacles or setbacks. • Ensures that customer service is at the heart of own/teamwork. • Is personally trustworthy. • Acts with integrity and encourages this in others. Terms and Conditions Base College of Further Education and Training, Garrycastle Campus, Athlone, Co. Westmeath. The successful candidate will be initially assigned in the above location. However, LWETB reserves the right to assign you to any other location as the service demands require. Starting Salary €51,211 For persons commencing at this grade for the first time or starting in the Public Sector for the first time starting pay will be as above. An incremental salary scale applies thereafter as per C/L 0017/2025. Previous public sector experience in the same grade may be eligible for incremental credit. This will be determined upon appointment. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Hours per week 35 Annual Leave LWETB’s Annual Leave Year runs from January to December. The annual leave allowance for this position is 25 days per annum. Please note your annual leave entitlement will be pro-rata, based on your contract duration and start date. This allowance is subject to the usual conditions regarding the granting of annual leave. All office closures (other than normal public and bank holidays and Good Friday) are incorporated in your annual leave entitlement. Leave will be granted, subject to Line Management approval, which must be sought in advance. Citizenship Requirement Candidates should note that eligibility to compete for posts is open to citizens of the European Economic Area (EEA) or to non-EEA nationals with a valid work permit. The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. Please note you must advise LWETB if a work permit is required by you before commencing employment with LWETB. This requirement should be notified to LWETB as soon as possible. Health and Character Those under consideration for a position will at the discretion of the employer be required to complete a health assessment and maybe a Garda Vetting Form. References will be sought.
School Transport Escort
In accordance with Department of Education & Skills guidelines regarding the revision of pay for all staff paid directly by a recognised school or ETB the following are the revised hourly rates for School Bus Escorts. Hourly Rate The hourly rate effective from 1st October 2020 is €13.40. Holiday Pay Holiday pay will continue to be paid at 8%. The revised hourly rate, inclusive of holiday pay, will be €14.47 (€13.40 + 8%) with effect from 1st October 2020. RESPONSIBILITIES OF AN ESCORT • Must ensure that they are on the bus at time of first pick-up and last set down. • Are responsible for the safety of children when opening and closing doors prior to ‘stop’ and ‘move off.’ • Assisting children to board and alight safely from the school bus. • Making sure all children are seated with appropriate straps, harnesses where provided. • Ensure that each pupil is received by some responsible person at the set down point. DUTIES OF AN ESCORT • Supervision of children travelling on bus. • Maintain a good working relationship with the driver of the bus. • Act as liaison between Principal and/or Class Teacher and parents when required i.e. conveyance of messages and letter to parents. • Observe confidentiality in all aspects of work. • Be aware of particular disabilities of children on the bus and be briefed by the Principal on how to deal with same, e.g. epilepsy etc. • Perform any other duties relevant to the position of escort which may be assigned by the Principal from time to time. • Unless under exceptional circumstances, the escort should never leave the bus. • The escort’s position on the bus should be where maximum control of children is achieved i.e. at back of bus. • Report all concerns to the Principal and/or Class Teacher.
Education, Skills and Training Officer
The Position Background The Heritage Council is committed to promoting an awareness and appreciation of our heritage amongst young people, across all our programmes, especially our Heritage in Schools programme which was established in 2000. In 2023, and in alignment with Our Place in Time: Heritage Council Strategic Plan 2023-2028, The Heritage Council expanded its reach to include young people at post-primary level with the appointment of a Heritage in Education Policy Development Officer in October 2023. Now, with significant progress made on the development of heritage in education policy, and the completion of a Transition Year pilot programme, The Heritage Council seeks a suitable candidate to continue this important policy work and to also expand its educational reach to include heritage skills and training. The Role The Education, Skills and Training Officer will be responsible for delivering and implementing heritage in education policy across national curricula at all levels, for post-primary heritage programming and for the development of the heritage skills landscape in Ireland. The Education, Skills and Training Officer will be a member of the Research, Learning and Cultural Heritage Team and will work closely with the Heritage in Schools Programme Manager and other colleagues across the organisation who oversee training programmes in the heritage sector. Main Duties and Responsibilities Heritage in Education Policy • Deliver and implement the Heritage in Education Charter, currently under development by The Heritage Council with significant stakeholders from the education sector. • Roll-out the full suite of post-primary options for heritage in education, including a national Transition Year programme, development of Junior Certificate modules and other off-the-shelf resources adapted for post-primary education. • Engage with the education sector at all levels, ensuring heritage in education policy is reflected across curricula from primary to third level. • Liaise with teachers' organisations to encourage interest in and commitment to heritage in education and wider heritage education issues. • Collaborate with teacher educators and student teachers involved in initial teacher education. • Evaluate and update Heritage in Schools programming in line with national curriculum changes. • Engage with national curriculum consultations on behalf of The Heritage Council. Skills, Training and Career Pathways into Heritage • Assess the national landscape of heritage skills and accredited professional qualifications in heritage specialisms. • Liaise with accrediting bodies in relation to the development of new heritage skills certifications. • Examine and amplify career pathways into the heritage sector. • Develop a framework for heritage apprenticeships in conjunction with relevant bodies. • Develop CPD modules or micro-credentials, in conjunction with a higher education provider in, for example, general heritage management, conservation, climate change and heritage, heritage for planners, digital cultural heritage, etc. • Develop initiatives to ensure a diverse and inclusive workforce in the heritage sector. • Oversee any bursaries for education and training that are distributed by The Heritage Council and identify other areas where the provision of bursaries may progress policy and heritage skills uptake. Team Collaboration and Support • Coordinate a cross-organisational approach to skills programming and training for the heritage sector within The Heritage Council, working collaboratively with colleagues who oversee the Conservation Internship Scheme, All-Ireland Heritage Skills programme, and other existing Heritage Council training and skills initiatives. • Identify new training opportunities for The Heritage Council to develop in all areas of The Heritage Council’s remit. • Advise The Heritage Council on how it can strengthen its provision for education providers across all Heritage Council programmes and schemes. • And other duties as may be assigned by the line manager or CEO. The responsibilities outlined in this job description should not be regarded as comprehensive in scope and may be added to or altered as required, in line with the requirements of The Heritage Council. Education, Training, Experience, etc. Candidates must demonstrate in their cover letter and CV that they meet all the below essential criteria. Each candidate must, on the latest date for receipt of completed application forms have: (a) A degree qualification and qualified teacher status. (b) Classroom experience. (c) Substantial knowledge and understanding of current practice in secondary education, in particular learning and teaching, curriculum development. (d) Knowledge of the policy landscape in which The Heritage Council operates. (e) Experience of leading and contributing to whole school/service/island educational initiatives and/or developments. (f) Experience of leading the development and managing the production of policy outputs (including managing external contractors) including research reports, briefings and consultation responses, with an eye for detail and accuracy. (g) Advanced research skills. (h) Advanced oral, communication and presentation skills. (i) Excellent organisation, prioritisation, and project management skills. (j) Excellent ICT skills including Word, Excel, Outlook etc. (k) Ability to work well in a team environment, be self-motivated and able to manage own workload. (l) A commitment to high standards of public service. (m) Full unendorsed category B driving licence and full-time access to a car or for candidates who are unable to drive, full time access to transport. It is also desirable, but not essential, that candidates will have: • The ability to communicate through the Irish language, both verbal and written. Citizenship Requirements Eligible candidates must be, on the latest date for receipt of completed application forms: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Reporting The Education, Skills and Training Officer will report to the Head of Research, Learning and Cultural Heritage or any other person as may be determined from time to time by the CEO. Competencies for the Role The successful candidate must be able to demonstrate that they possess the requisite competencies required for this position. The required competencies are set out in Appendix 1. Conditions of Service Tenure The post is whole-time, permanent, and pensionable. Secondment will be considered from serving public servants. Salary The position of Education, Skills and Training Officer is analogous to the Civil Service Grade of Higher Executive Officer. The (PPC) salary scale, including the required pension contribution, is set out below. Point 1 €58,847 Point 2 €60,567 Point 3 €62,285 Point 4 €64,000 Point 5 €65,723 Point 6 €67,437 Point 7 €69,157 Long Service Increment 1: €71,637 Long Service Increment 2: €74,112 *After three years’ service at Point 7. *After three years’ service at Long Service Increment 1. (Pay scale as of 1st August 2025) Candidates should note that entry will be at the minimum of the salary scale and the rate of remuneration, including incremental progression, 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 currently a serving civil or public servant. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to The Heritage Council any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their employment or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. It is the individual responsibility of former public or civil servant candidates to ensure their eligibility to apply. In particular, potential candidates who participated in a voluntary severance/redundancy or early retirement programs, received a redundancy payment or are in receipt of a public sector pension, should familiarize themselves with their individual conditions pertaining to public sector re-employment and declare same if applying. Annual Leave The annual leave entitlement for this role (based on a full-time role) is 29 days per year, rising to 30 days after 5 years’ service. Place of Work The place of work will be The Heritage Council headquarters, Áras na hOidhreachta, Church Lane, Kilkenny. However, the successful candidate may occasionally be requested to work remotely in line with Public Health Restrictions. Please note: Subject to request and approval, successful candidates may be eligible for remote or blended working arrangements. Any such arrangements will be considered on a case-by-case basis, taking into account the business needs of the organisation and in line with The Heritage Council’s Blended Working Policy. The Heritage Council reserves the right, at its discretion, to review and revise working arrangements at any time. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 43 hours 30 minutes gross per week. The standard working week is 37.5 hours, 09.00 – 17.30 Monday to Friday. The successful candidate will be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the working time regulations.
Branch Librarian
THE COMPETITION Clare County Council is currently inviting applications from suitably qualified persons for the above competition. Clare County Council will, following the interview process, form a panel for the post of Branch Librarian from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. This panel will exist for 12 months and may be extended for a further period of 6-12 months at the discretion of the Chief Executive. Applicants for the posts of Branch Librarian panels are asked to indicate on the application form, the areas in the County in which they would like to work. Applicants will be invited to apply for the following panel(s): • Ennis Municipal District – if you would like to work in the Ennis area (libraries include Ennis, Corofin, Tulla) • Shannon Municipal District – if you would like to work in the Shannon area (libraries include Newmarket-on-Fergus, Shannon, Sixmilebridge) • West Clare Municipal District (North) – if you would like to work in the North Clare area (libraries include Ennistymon, Milltown Malbay, Lisdoonvarna) • West Clare Municipal District (West) – if you would like to work in the West Clare area (libraries include Kilkee, Kilrush, Kildysart, Kilmihil) • Killaloe Municipal District – if you would like to work in the Killaloe area (libraries include Killaloe and Scariff) Please only choose an area you would be willing to work in. The Council will form five separate panels of suitably qualified candidates. The order of candidates placed on each of the five panels is determined by where they were placed on the overall Order of Merit List formed by the selection board on the day of interview. Job offers will be offered as they arise in the areas identified above. Candidates will only be offered jobs in the geographical areas they have indicated they would like to work in. JOB DESCRIPTION Clare County Library service operates through 15 branch libraries (9 full-time, 6 part-time) and a Local Studies Centre. Full-time branches are located in Ennis, Ennistymon, Kilkee, Killaloe, Kilrush, Milltown Malbay, Scariff, Shannon and Sixmilebridge. Part-time branches are located in Corofin, Kildysart, Kilmihil, Lisdoonvarna, Newmarket-on-Fergus and Tulla. The Library service is an integral component in the provision of cultural services by Clare County Council within the county which also includes provision for the Arts Service, County Museum and County Archives. Clare County Library service delivers its service to the public through day, evenings, and Saturday opening hours. Branch Librarians work part-time hours, which can vary depending on the library post. The Branch Librarian is an entry-level post within the Library Service. Branch Librarians make a valuable contribution to the provision of the library service centrally and at local branch level by delivering frontline services and by providing support to library management. The duties of the Branch Librarian shall be consistent with the provision of a modern public library service that is responsive to the changing requirements of customers of all ages and abilities. The ideal candidate for this post will be a highly motivated person, with drive and commitment to delivering quality public services. The role involves a level of responsibility with employees in some postings working mostly on their own and requires a good deal of flexibility and excellent communication skills. Desirable Criteria • An interest and ability to work with members of the public. • Strong interest in working with children and young adults and ideally a proficiency with children’s and young adult literature and programming. • Understanding and dedication to customer services. • A proficiency in the use of Information Technology, including a good knowledge of Microsoft Office packages, and also in the use of digital and social media. • Energy and enthusiasm with a commitment to the needs of the community. • Strong interpersonal and excellent communications skills, both verbal and written. • Good organisational and time management skills. • Strong judgement and capacity to innovate and work on your own initiative and as part of a team. • An interest in literature and reading and the arts in general. • Problem Solving. • Community and stakeholder engagement. • Hold a current full Class B driving licence free from endorsements. When required to do so, holders of this office shall drive a motor car in the course of their duties and for this purpose provide and maintain a car to the satisfaction of the local authority. DUTIES The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require. The duties will include but will not be limited to the following: • Perform and administer all duties according to local authority and library service guidelines. • Customer service – front line library service duties and also responding to customer queries, including information and requests. • Assisting the public in using the public internet, self-service facilities, and other Library IT equipment. • Operation of Branch Library with respect to security, emergency and maintenance of premises including cleaning and upkeep of premises. • Assisting in the promotion of the library service through an active role in the organisation and delivery of events – e.g., book clubs, storytelling, class visits, community events and exhibitions. • General clerical and administrative duties relevant to the Library Service, e.g., processing and tagging of new library stock, cash management, Health & Safety checklist, branch statistics. • Assistance, support, and guidance to library users in the areas of information communication technologies, Internet services and online resources. • Assisting the running / management of events which are programmed from Library HQ or within the individual branch library on an annual basis. • Maintenance, shelving, and processing duties on all library stock. • Maintenance of building in accordance with Clare County Council’s Health and Safety Management Programme. • Branch relief work – cover in other locations as required to maintain library branch network opening hours during periods of holiday leave, sick leave, etc. • Perform any other duties as may be assigned from time to time. • The branch librarian will always form part of a team delivering the library service in a specific area so working within a team and taking direction from a team lead is an essential part of the job. The following caretaking duties may also apply: • Be responsible for the general safe custody and cleanliness of the building, its contents, and grounds. This includes cleaning and general upkeep duties. • Maintain the toilets in a clean and hygienic condition and keep same supplied with toilet requisites. • Make a full check of the library before locking up each evening and to carry out regular inspections as instructed. • Be familiar with such fire drill and fire precautions as may be in operation and be familiar with the location and operation of all fire-fighting equipment in the building and with emergency evacuation procedures. • Any other duties as may be assigned from time to time. 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 Clare County Council’s Health & Safety Management System. QUALIFICATIONS FOR THE POST ESSENTIAL CRITERIA Character Each candidate must be of good character. Health Candidates shall 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: • Each candidate must have a good general level of education. Failure to input and upload proof of essential educational qualifications in your application form will deem you ineligible for this competition. Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. Age Each candidate must be under 70 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. However, the age restriction of 70 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Salary The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting pay for new entrants to the sector will be at the minimum of the scale. The current salary scale applicable to the post is €17.04 - €26.51 per hour (August 2025). Annual Leave The annual leave applicable to this post will be 8% of hours worked in any one year. Clare County Council’s holiday year runs from 1st January to 31st December. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended). Work Base Clare County Council reserves the right to assign you to any 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 other compensation. The person appointed will be required to provide themselves at their own expense with the necessary mode of travel to and from work. Working Hours The post entails a wide range of duties which require maximum flexibility, and the candidate will be required to work variable part-time hours over the library’s working week, from Monday to Saturday. The Branch Librarian will be required to work the hours over a 2-week period, including caretaking duties, on a rota system over 6 days from Monday to Saturday. This rota will also include evening work. Hours may vary from time to time. The Council reserves the right to alter the number of hours worked each day/each week and/or the times at or the days on which the hours are to be worked. The post-holder will be given as much notice as is reasonably practicable of any change in the schedule of hours worked. Terms & Conditions of Employment: • Please ensure that you satisfy the essential requirements for this post (as specified in the Conditions & Qualifications) in advance of completion of the online Application Form. • Notify the Human Resources Department of any change of contact details. • If you are successful in this competition and a job offer ensues, original certificates/qualifications will be requested. • Interviews may be held remotely, online using Microsoft Teams. • Expenses incurred by candidates will be at the candidate’s own expense.
Customer Service Advisor
Employee Benefits include:
Administrative Officer (Grade VII)
THE COMPETITION Laois County Council is inviting applications from suitably qualified candidates with relevant experience for the position of Administrative Officer (Grade VII). Recruitment arrangements to this grade will now be on the following basis: The Council will form three (3) separate panels of suitably qualified candidates to meet the requirements for posts confined to the local authority sector, open and those confined to Laois County Council staff, from which future relevant vacancies may be filled including that of Healthy Ireland Coordinator. Suitably qualified persons are invited to apply for the following panel(s): - For the purposes of the above, the sector Panel A is comprehended to include all local authorities and the three (3) Regional Assemblies only. Staff who are not existing employees of local authorities or regional assemblies are not eligible to apply for the competition confined to the sector (Panel A) or to the local authority (Panel C). Eligibility criteria for all three panels are set out under Qualifications below. THE ROLE The Administrative Officer is a middle management supervisory position in Laois County Council and is assigned responsibility for the development, management and day to day operations of one or more departments or services within the Council. The Administrative Officer is the primary point of contact and liaison with other sections in relation to service delivery for their area of responsibility. The Administrative Officer is also a contributor to the strategic and policy making decisions of the Council and will be expected to contribute to the development and implementation of forward-thinking strategies within the local authority and to work closely with senior management, elected representatives, external agencies and relevant stakeholders in delivering services to the highest standard. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. The Administrative Officer is responsible for the efficient management, direction and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include planning, economic and enterprise development, community and social development, housing, recreation, amenity and cultural services, environmental services, transportation and infrastructure, and emergency services. Laois County Council is also the employer for all staff at the MyPay Shared Services Centre, responsible for the delivery of a payroll and superannuation service to multiple local authorities nationwide. THE QUALIFICATIONS 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render an efficient service. Successful candidates will be required to undergo a medical examination carried out by the Council’s Occupational Medical advisor prior to appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 3. EDUCATION, TRAINING AND EXPERIENCE ETC: Each candidate must, on the latest date for receipt of completed application forms: - Applicants to Panel B (Open) (i) (a) Have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five (5) subjects (or four (4) if Irish is included) from the approved list of subjects in the Department of Education established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics and (b) have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three (3) subjects in that examination (or two (2) subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or (ii) Have obtained a comparable standard in an equivalent examination, or (iii) Hold a third level qualification of at least degree standard and (iv) Have satisfactory experience in administrative procedures, including adequate practical experience in work or an executive nature, office organisation and control of staff. Confined Competition (Panels A and C as appropriate) (v) (a) be a serving employee of a local authority or a regional assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and (b) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. The Ideal Candidate Shall: · Have knowledge of the structure and functions of local government, of current local government issues, future trends and strategic direction of local government and an understanding of the role of Administrative Officer in this context; · Have an understanding of organisation policies and implementation of such policies, as applicable to a public body; · Have a strong sense of commitment to delivering quality public services and be willing to take on a challenge; · Be highly motivated and have excellent interpersonal and communications skills; · Have an ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally; · Be capable of working in close co-operation with the elected Council, the Strategic Policy Committees and other Council Departments while being able to seek co-operation and consensus from a wide range of bodies and representative groups; · Be able to work within, and where necessary lead, multi-disciplined teams and have the ability to motivate, empower and encourage employees to achieve maximum performance; · Have the ability to plan and prioritise work effectively, to work under pressure to tight deadlines and to take a strategic approach in the formulation and delivery of key policy objectives; · Have a career record that demonstrates a high level of competence in the management of staff, including managing performance; · Demonstrate relevant administrative experience at a sufficiently high level; · Demonstrate experience of managing staff working under Service Level Agreements and to Key Performance Indicators. · Demonstrate experience utilising project management software (eg Microsoft Project, TeamWorks Projects) and utilizing business process mapping software (eg Microsoft Visio). · Have the ability to manage financial resources within a budgetary control framework; · Have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, the role and duties of managers, and the application of safety management in the workplace; Key Duties: Details of Key Duties are outlined under ‘The Principal Terms and Conditions’ below. Competencies for the Post: Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Management & Change · Ability to think and act strategically to ensure functional responsibility is properly aligned with corporate policies and strategies · Clear understanding of political reality and context of the local authority · Embeds good governance practices into day to day activities, practices and processes · Develops and maintains positive and productive professional relationships both internally and externally to the local authority · Effectively manages change, fosters a culture of creativity in employees and overcomes resistance to change. Delivering Results · Acts decisively and makes timely, informed and effective decisions · Pinpoints critical information and addresses issues logically · Develops operational and team plans having regard to corporate priorities, operational objectives and available resources · Establishes high quality service and customer care standards Allocates resources effectively to deliver on operational plans · Identifies and achieves efficiencies · Ensures compliance with legislation, regulation and procedure. Performance through People · Effectively manages performance of individuals and teams to achieve operational plan targets and objectives · Leads by example to motivate staff in the delivery of high quality outcomes and customer service · Develops staff potential · Manages underperformance or conflict · Understands effective communications at all levels within the organisation · Actively listen to others · Demonstrates high level of verbal and written communication skills · Ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally. Personal Effectiveness · Initiative and creativity · Knowledge and Understanding of Local Government · Enthusiasm and positivity about the role · Resilience and Personal Well-Being · Personal Motivation · Understands the importance of corporate governance · Commitment to integrity and good public service value THE PRINCIPAL TERMS & CONDITIONS 1. PARTICULARS: The position is wholetime, permanent and pensionable. The Council reserves the right to, at any time, re-assign an employee to any department now or in the future 2. PROBATION: Where a person who is not already a permanent employee of this local authority is appointed, 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 ten months but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 3. REMUNERATION: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. The current annual pay-scale is: €60,011 minimum to €78,015 maximum LSI 2 (as per circular EL 07/2025). Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department circular. In accordance with EL02/2011 starting pay for new entrants will be at the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. 4. DUTIES: The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, Under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time 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. The main duties and responsibilities of the role of Administrative Officer (Grade VII) include but are not limited to the following: - · Managing one or more sections or departments within the Council and implementing the strategic and policy making decisions of the local authority; · Ensuring that section or department work programmes are implemented to deliver on the Council’s strategies and objectives for the overall development of the County outlined in various corporate plans and strategies; · Identifying opportunities for improvements in the service delivery within the relevant area of responsibility and to use key performance indicators or other performance indicators effectively as appropriate; · Initiating, development and delivering relevant projects and work and evaluating their success relevant to various strategies and plans · Preparation of budgets and responsibility for the day to day financial management of capital and operational expenditure in the department or section, including maximising funding opportunities where appropriate and ensuring all available funding is availed of, drawn down and recouped within appropriate time frames; · Managing and supervising employees in supporting roles up to the position/grade of Senior Staff Officer (Grade VI) or analogous grades, including assigning duties and workload; · Providing on-going support to employees in the department or section, including handling day to day problems and identifying training and development requirements as appropriate; · Ensuring full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management; · Communicating and liaising effectively with employees, managers in other sections, senior managers, customers and elected representatives in relation to operational matters for their section; · Researching, analysing, disseminating and communicating essential information on specific issues and policies as appropriate; · Compiling, preparing and presenting reports as necessary, including the preparation of reports or letters, which may be sensitive and/or confidential in nature; · Ensuring that department or section operations are in compliance with all Council policies, procedures, practices and standards and in compliance with the principles of good governance, legislative requirements and Department of Housing, Planning, Community and Local Government circulars and guidance; · Implementing good practices with transparent reporting and communications to deliver accountable services in the department or section; · Providing assistance in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers as appropriate; · Promoting awareness of the local authority’s policies and activities on community, social, economic and infrastructure development; · Carrying out duties in a manner that enhances public trust and confidence and ensures impartial decision making; · Developing and maintaining a productive working relationship with all external agencies, bodies, elected representatives and committee members, including appropriate information provision and assistance when required; · Promoting co-ordination and integration of service delivery between local government, voluntary, public sector and local development bodies operating within the local authority area, especially in relation to cross-sectoral interests, community and business interests; · Assisting from time to time with the development, implementation and review of appropriate strategies/plans/policies for the development of the local authority area which may include relevant research, consultation and interaction with the statutory, local development and social partners; · Representing the local authority on committees and at meetings, including Council, Municipal District and Strategic Policy Committee meetings and reporting on progress in his or her respective section or department; · Organising and facilitating internal and external meetings and participating and engaging in discussions as appropriate; · Supporting the Council and Municipal District operations; · Carrying out duties in a politically neutral manner, with a clear understanding of the political reality and context of the local authority; · Providing specialist administrative assistance and support in the delivery of projects as required; · Managing and implementing Health and Safety for the section or department; · Deputising for the Senior Executive Officer or analogous grade as required; · Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time.
