Beaumont hospital dublin jobs
Sort by: relevance | dateAdvanced Nurse Practitioner, Candidate, Children's Endocrinology, University Hospital
Details of Service Cork University Hospital (CUH) has approximately 800 beds and this will increase further to 1,000 beds on completion of the transfer of additional services to the CUH campus. CUH currently employs approximately 4,571 (WTE) staff of multiple professions and is the primary teaching hospital for the Faculty of Health and Science in University College Cork (UCC). UCC is the Academic partner of the South/South West Hospital Group. CUH has very strong relationships with each of the six schools within the Science Faculty of UCC and this is a key area for future development to maximise the opportunities for both the service and academia. CUH is a recommended Major Trauma Centre for the Republic of Ireland due to the wide range of specialties delivered by the hospital – including Neurosciences, Cardiac Services, Orthopaedics, General Surgery, Renal, Internal Medicine, Vascular, Ophthalmology, Urology, Plastic Surgery, Maxillary-Facial, Paediatrics, Intensive Care, Oncology, Haematology, Obstetrics, Gynaecology, Neonatology and Emergency Medicine. CUH is the tertiary referral centre for the HSE Southern area, and the supra regional area of Limerick, Clare, Tipperary, Waterford and Kilkenny. CUH therefore acts as a regional centre for secondary and tertiary care for the catchment population of approx. 550,000 served by the HSE Southern area and a supra-regional centre for a total a population of 1.2 million. Six Health Regions have been established within the HSE, on the basis of the geographical boundaries agreed by the Government in July 2019 and they will be operational from 2024. Each Health Region will be tasked with population specific planning resourcing and delivery of health and social care services for the needs of its unique population. This will result in improved accountability and governance in terms of finance and performance, while also bringing decision-making closer to the frontline. Health Regions will enable and empower staff to provide services that are: • Integrated, locally planned and delivered • Easier to access and navigate • Available closer to home Health Regions are geographically-based units with clearly defined populations. They align community and hospital services within specific areas. The HSE will retain a strong but leaner central organisation, with more service provision developed at a local level. The HSE South West health region will manage and deliver all public health and social care services in Cork and Kerry. HSE South West includes all hospital and community healthcare services in the region. This includes: • South / South West Hospital Group S/SWHG • Cork Kerry Community Healthcare CKCH • Midlands Louth Meath Community Health Organisation • Community Healthcare Organisation Dublin North City and County The Department of Population and Public Health is also now aligned with this health region Services in the South West health region: HSE Services working within this region include: • Acute Hospitals • Primary care services • Community services • Social care services • Health and social care professionals • Voluntary sector services South / South West Hospital Group and Cork Kerry Community Healthcare will become part of HSE South West health region from 3rd March 2025. Purpose of the Post The main purpose of the post is to develop the job description and supporting documentation under the direction of the Health Care Provider’s Advanced Practice Stakeholder Governance Group, to enable the individual nurse to meet the NMBI Criteria for Registration as an Advanced Nurse Practitioner as set out in Advanced Practice (Nursing) Standards and Requirements (NMBI, 2017). The individual will undertake the academic preparation and develop the clinical and leadership skills, competencies and knowledge required to meet the criteria to be registered as a RANP with NMBI. The scope of the cANP role must reflect the incremental development of expertise and as such, the cANP cannot deliver care as an autonomous practitioner. The individual will complete and submit the necessary documentation for registration as an RANP with NMBI. The value of the nursing contribution as a distinct profession must be safeguarded and articulated in the development of new services led by advanced nurse practitioners, complementing rather than replacing current services delivered by doctors (NMBI, 2017 p.9). The overall purpose of the post is to provide safe, timely, evidenced based nurse-led care to patients at an advanced nursing level. This involves undertaking and documenting a complete episode of patient care (assess, diagnose, plan, treat and discharge patients) according to collaboratively agreed protocols and scope of practice in the clinical setting demonstrating advanced clinical and theoretical knowledge, critical thinking, clinical leadership and decision making skills. The advanced practice role demonstrates a high degree of knowledge, skill and experience that is applied within the nurse-patient/client relationship to achieve optimal outcomes through critical analysis, problem solving and accurate decision making (NMBI, 2017). Central to this is the provision of quality care, a safe environment and processes for patients by the use of evidence based clinical guidelines that address patient expectations, promote wellness and evaluate care given. The role will provide clinical leadership and professional scholarship in order to develop nursing practice and health policy at local, regional and national level. The role will contribute to nursing research to shape and advance nursing practice, education and health care policy at local, national and international levels. Role of the Children’s Endocrinology cANP · To provide psychosocial support for families with Endocrine disease /diagnoses including support around initial diagnosis, investigations and ongoing support with chronic conditions. · Dynamic endocrine testing: Insulin tolerance test, Glucagon stimulation test, LhRH stimulation test, Synacthen test, HCG stimulation test, Water deprivation test. Controlled provocative fast for investigation of hypoglycaemia/profiling of patients with congenital hyperinsulinism. · To provide patient support at initiation of endocrine treatment (e.g. hydrocortisone, diazoxide, levothyroxine), with education around treatment and emergency management. · Coordinate and attend Paediatric Endocrinology clinic and attendance at team meetings. · Education of NCHDs and neo natal /paediatric nursing staff on endocrine protocols and investigations. · To provide team liaison with multidisciplinary teams locally and nationally around patient care and protocals · Coordinate and participate in team review of endocrine investigation s review (eg results of routine investigations and stimulation tests) · Once registered as an ANP the post holder will provide an ANP lead clinic · Ensure quality of ANP service in terms of care delivery including testing as referenced above. Informal Enquiries We welcome enquiries about the role. Contact Mr Diarmuid Nolan– Assistant Director of Nursing, Diarmuid.nolan@hse.ie 087 3653102 - for further information about the role Contact Ann-Marie O’Keeffe- People Resourcing, Annmarie.okeeffe2@hse.ie – for enquiries relating to the recruitment process
Clinical Nurse Specialist, Acute Haematology Oncology, University Hospital
Details of Service Cork University Hospital (CUH) has approximately 800 beds and this will increase further to 1,000 beds on completion of the transfer of additional services to the CUH campus. CUH currently employs approximately 4,571 (WTE) staff of multiple professions and is the primary teaching hospital for the Faculty of Health and Science in University College Cork (UCC). UCC is the Academic partner of the South/South West Hospital Group. CUH has very strong relationships with each of the six schools within the Science Faculty of UCC and this is a key area for future development to maximise the opportunities for both the service and academia. CUH is a Major Trauma Centre for the Republic of Ireland due to the wide range of specialties delivered by the hospital – including Neurosciences, Cardiac Services, Orthopaedics, General Surgery, Renal, Internal Medicine, Vascular, Ophthalmology, Urology, Plastic Surgery, Maxillary-Facial, Paediatrics, Intensive Care, Oncology, Haematology, Obstetrics, Gynaecology, Neonatology and Emergency Medicine. CUH is JAG accredited and is a Magnet4Europe Hospital. CUH is the tertiary referral centre for the HSE Southern area, and the supra regional area of Limerick, Clare, Tipperary, Waterford and Kilkenny. CUH therefore acts as a regional centre for secondary and tertiary care for the catchment population of approx. 550,000 served by the HSE Southern area and a supra-regional centre for a total a population of 1.2 million. Six Health Regions have been established within the HSE, on the basis of the geographical boundaries agreed by the Government in July 2019 and they will be operational from 2024. Each Health Region will be tasked with population specific planning resourcing and delivery of health and social care services for the needs of its unique population. This will result in improved accountability and governance in terms of finance and performance, while also bringing decision-making closer to the frontline. Health Regions will enable and empower staff to provide services that are: • Integrated, locally planned and delivered • Easier to access and navigate • Available closer to home Health Regions are geographically-based units with clearly defined populations. They align community and hospital services within specific areas. The HSE will retain a strong but leaner central organisation, with more service provision developed at a local level. The HSE South West health region will manage and deliver all public health and social care services in Cork and Kerry. HSE South West includes all hospital and community healthcare services in the region. This includes: • South / South West Hospital Group S/SWHG • Cork Kerry Community Healthcare CKCH • Midlands Louth Meath Community Health Organisation • Community Healthcare Organisation Dublin North City and County The Department of Population and Public Health is also now aligned with this health region Services in the South West health region: HSE Services working within this region include: • Acute Hospitals • Primary care services • Community services • Social care services • Health and social care professionals • Voluntary sector services South / South West Hospital Group and Cork Kerry Community Healthcare will become part of HSE South West health region from 3rd March 2025. Acute Haematology Oncology Service The Acute Haematology Oncology Service (AHOS) focuses on the management and treatment of patients who present acutely with cancer treatment side-effects or as an emergency complication from a known cancer diagnosis. The CNS AHOS will safeguard patients and minimise, where possible, their attendance to ED and their requirement for admission to hospital. The post holder will collaborate and liaise with the NCCP on strategic goals including those set out in the National Cancer Strategy 2017-2026 through working groups and other approaches to implementation. The AHOS is pivotal in providing a non-ED direct access route for cancer patients who require review. Cancer patients who are on treatment and become unwell can access a CNS via a dedicated telephone line in any of the centres across the country that deliver systemic anti-cancer therapy (SACT). The service provides patients with access to specialist cancer nurse advice and support during the acute phase of their SACT treatment. Unwell patients who require additional clinical review are, where possible, seen in the cancer day care unit or a dedicated space away from the ED. It reduces the requirement for patients to attend the ED and priorities appropriate ED referrals. The service is well placed to link with the MDT and community services as outlined in the Slaintecare strategy. Purpose of the Post The CNS post holder will deliver care in line with the five core concepts of the role set out in the Framework for the Establishment of Clinical Nurse Specialist Posts, 4th edition, National Council for the Professional Development of Nursing and Midwifery (NCNM) 2008. Caseload The CNS will focus initially on the following service user groups: Adults aged 16 and over. The concepts are: o Clinical Focus (Direct and Indirect Care) o Service user/client Advocacy o Education and Training o Audit and Research o Consultancy (including leadership in clinical practice) The CNS will manage and coordinate both inpatient and outpatient care for patients presenting under the Acute Haematology Oncology Service. The CNS will provide a non-ED direct access route for patients that are experiencing a disease or treatment related complication. The CNS will be responsible for acting as a point of contact for patients in the out-patient setting, providing a telephone triage hotline service using a validated assessment tool (UKONS), undertaking detailed patient assessments and actively participate in planning and performing unscheduled review of patients presenting unwell to the oncology/haematology day units with disease/treatment related side effects. The CNS will provide increased access to specialised cancer nursing care for patients on active treatment to enhance patient safety and minimise risks. The CNS will work within the acute haematology and oncology services as part of the MDT, forging relationships especially with, but not exclusively, ED, acute medical assessment units and CIT/community services and continue to develop the role in line with evidence based practice and NCCP guidelines. Informal Enquiries We welcome enquiries about the role. Contact Jane Shanahan –Assistant Director of Nursing, Jane.shanahan@hse.ie /087 3841436 - for further information about the role Contact Ann- Marie O’Keeffe- People Resourcing, annmarie.okeeffe2@hse.ie – for enquiries relating to the recruitment process
WGH Director Of Nursing, Assistant, Infection Prevention & Control
The successful candidate in conjunction with other members of Infection Prevention and Control team, will lead and co-ordinate the development and delivery of the Infection Prevention and Control service, compatible with modern standards and in line with the antimicrobial resistance and infection control (AMRIC) programme. The person holding this post is required to support the principle that the care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree The Assistant Director of Nursing – Infection Prevention & Control is: Professionally accountable to the Director of Nursing. Clinically accountable to the Consultant Microbiologist/ Microbiology Service with responsibility for Infection Prevention and Control Post Specific Requirements Demonstrate depth and breadth of post registration experience in Infection Prevention and Control as relevant to the role. Please note that On Call and Out of Hours may be required. Please see attached job specification for full details of the role. Ensure to use Google Chrome when completing your application form. We recommend that you link your personal email address to your Rezoomo account (rather than a work mobile or e-mail address which you may have limited access to). If you are in receipt of a Working Permit and/or Visa you must submit as part of your application form. Failure to do so may result in your application not being progressed onto the next stage . This can be sent via Rezoomo by sending a message and attaching it to the message. CVs will not be accepted and will be deemed invalid. Deadline for receipt of completed application form is Tuesday 2nd September 2025 @ 15:00 Frequently Asked Questions – Rezoomo: Candidate FAQs | Rezoomo Help Center HSE Recruitment Process – https://www.hse.ie/eng/staff/jobs/recruitment-process/
Canp Symptomatic Breast Unit
Please note, we reserve the right to close the competition early. The MMUH is a designated NCCP Cancer Centre currently preparing for OECI accreditation with our academic partner UCD. The MMUH cancer services are operationalised within the Cancer Directorate. The MMUH serves the north inner city and north Dublin cancer population with over 2000 patients diagnosed annually. The Symptomatic Breast Unit has over 7500 referrals annually and diagnoses over 350 breast cancers. For more information, please see attached job description. Informal enquiries to Tracey Fitzpatrick, Directorate Nurse Manager, Cancer traceyfitzpatrick@mater.ie or Sandra Flynn Clinical Nurse Manager 3, Cancer sflynn@mater.ie
Senior Technical Analyst-IT Delivery, Core Banking Tribe
Senior Technical Analyst-IT Delivery - Core Banking Tribe, Dublin Apply now » Date: 19 Aug 2025 Location: Dublin, IE, IE Company: Allied Irish Bank Location/Office Policy: Central Park, Hybrid (2 days a week in the office, moving to 3 days in office from Jan 2026) Please click here for further information about AIB’s PACT – Our Commitment to You. Key Capabilities Behavioural Capabilities: Collaborates Eliminates Complexity Drives Progress Technical Capabilities: Systems and Technology Integration Investigating & Reporting Depth of Technical Knowledge If you are not sure about your suitability based on any aspects of the role advertised, we encourage you to please contact the Recruiter for this role, Tim Stokes, at careers@aib.ie for a conversation. AIB is an equal opportunities employer, and we pride ourselves on being the first bank in Ireland to receive the Investors in Diversity Gold Standard accreditation from the Irish Centre for Diversity. We are committed to providing reasonable accommodations for applicants and employees. Should you have a reasonable accommodation request please email the Talent Acquisition team at careers@aib.ie Unsolicited CV’s sent to AIB by Recruitment Agencies will not be accepted for this position. AIB operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our recruitment partners. Application deadline : Friday the 9th of September 2025 Job Segment: Recruiting, Senior Product Manager, Bank, Banking, Developer, Human Resources, Operations, Finance, Technology Apply now »
Data Management & Control Specialist
Data Management & Control Specialist, Dublin Apply now » Date: 19 Aug 2025 Location: Dublin, IE, IE Company: Allied Irish Bank Location/Office Policy: Central Park, Hybrid (2 days a week in the office, moving to 3 days in office from Jan 2026) If you are not sure about your suitability based on any aspects of the role advertised, we encourage you to please contact the Recruiter for this role, Tim Stokes, at careers@aib.ie for a conversation. AIB is an equal opportunities employer, and we pride ourselves on being the first bank in Ireland to receive the Investors in Diversity Gold Standard accreditation from the Irish Centre for Diversity. We are committed to providing reasonable accommodations for applicants and employees. Should you have a reasonable accommodation request please email the Talent Acquisition team at careers@aib.ie Unsolicited CV’s sent to AIB by Recruitment Agencies will not be accepted for this position. AIB operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our recruitment partners. Application deadline : Friday the 9th of September 2025 Job Segment: Data Management, Recruiting, Business Analyst, Business Process, Database, Data, Human Resources, Technology, Management Apply now »
Administrative Officer
Background The Gambling Regulatory Authority of Ireland (GRAI) is a new statutory body that is responsible for the licensing and regulation of gambling, gaming, betting and certain lottery activities. Our role is to make sure gambling activities are well-regulated and fair. Including · Setting standards for the gambling, gaming and betting industry. · Updating the compliance and enforcement regime. · Setting up safeguards for children and other vulnerable people to address the harms gambling can cause. · Regulating advertising and marketing in relation to gambling to support those safeguards. · Working to prevent gambling from causing or supporting crime. We do not have responsibility for · Regulating the National Lottery. · Regulating lottery fundraising conducted by political parties. As Regulator we have a number of statutory functions. · To license, supervise and control gambling activities in the State. · To establish a National Gambling Exclusion Register. · To establish, maintain and administer a Social Impact Fund. · To establish standards for certain gambling products or services. · To impose obligations on licensees in areas such as advertising, inducements and responsibilities relating to children. · To monitor and enforce compliance by licensees. · To handle complaints. · To increase public awareness and communicate with the public on licensing and gambling activities. · To take measures to stop prohibited gambling activities. Our role is threefold 1. Regulate the gambling industry. 2. Protect the public from gambling harm. 3. Raise awareness of the potential dangers of gambling. Regulate: We regulate gambling, betting, gaming and lottery activities including: · Betting. · Casinos. · Certain lotteries including Bingo. · Gaming machine providers. · Gambling software providers. · Remote gambling (gambling either online or by phone). We will · License gambling businesses. · Carry out compliance activities - enforce action and prosecute if a business or individual breaches their licence conditions. · Work closely with the gambling industry to raise standards. · Determine the suitability of a proposed location of a gambling business. We want to help gambling businesses comply with the law and the regulations we set out, but when action is necessary we have a range of powers, including: · Issuing a warning. · Attaching an additional licence condition. · Removing or amending a licence condition. · Suspending a licence. · Revoking a licence. · Imposing a financial penalty. Protect: As Regulator, we will · Operate a National Gambling Exclusion Register which helps people stop their gambling for a period of time or indefinitely. · Ensure safer advertising and marketing to protect vulnerable people and children. · Ban gambling with credit cards. · Improve how gambling businesses interact with their customers, making online spaces safer for those at risk. · Control what gambling content you can see on-line and on social media. · Be tough on enforcement and compliance. · Prevent a gambling business from encouraging people to gamble. Awareness: A central part of the potential harm gambling can cause is a central part of our remit. We will be launching a new fund to invest in research and education activities which will teach people about gambling harm and addiction. Vacancy The GRAI is seeking to appoint an Administrative Officer, Licensing (AO - Standard Scale). Successful applicants will be placed on a panel for a period of up to 18 months to fill future vacancies at Administrative Officer (AO – Standard Scale) grade in the Licensing Department. The GRAI has one current vacancy at AO (Standard Scale) in the Licensing Department. The Role - Overview Reporting to an Assistant Principal, the Administrative Officer (Standard Scale) will be a key member of the Gambling Regulatory Authority of Ireland in pursuit of goals of the organisation. The Administrative Officer (AO) will work in managing the volume of licensing applications, ensuring records are kept up to date, and facilitating communication between applicants and the Licensing Department. They will review the suitability and viability of applicants, ensuring adherence to relevant standards. GRAI aims to be an employer of choice. In addition to offering hybrid working, our HR strategy will emphasise diversity, digital first, recognising excellence in performance and investing in the continuous professional development of an exceptional workforce. Key Responsibilities: · Support the team in processing licensing applications for operators, ensuring that all required information is collected and reviewed. · Maintain accurate records of all applications, ensuring compliance documentation is properly stored and accessible for auditing purposes. · Act as the initial point of contact for applicants and stakeholders, handling inquiries related to licensing and processing routine correspondence. · Ensure that all licensing-related data is entered into the GRAI’s databases accurately and assist in the preparation of reports for senior management and regulatory authorities. · Assist in the coordination of compliance monitoring activities, including scheduling audits and preparing documentation for inspections. · Monitoring, researching and drafting policy papers on implications of development in the Gambling Sector for regulation of the Irish market, AML and other matters. · Work collaboratively with other departments within GRAI to ensure a thorough and holistic approach to licensing assessments. · Any other duties as may be assigned from time to time. Candidates should note that the admission to a competition does not imply that the GRAI is satisfied that they fulfil the essential entry requirements. Therefore, the onus is on the candidate to ensure that they meet the essential entry requirements prior to submitting their application. ELIGIBILITY REQUIREMENTS Essential Criteria To be eligible to apply for this role, you must clearly demonstrate in your application form that you meet all of the following essential criteria: · A minimum of a Bachelor’s degree (Level 7 on the NFQ) · Two years of experience in an administrative or support role, within a relevant professional environment e.g. regulatory, legal, compliance, governance, finance · Proficiency in Microsoft Office, with practical experience in Word, Excel, Outlook, PowerPoint Desirable Criteria · Candidates who meet the essential criteria and can demonstrate the following may have an advantage: · Proven track record of maintaining high levels of accuracy in data entry and document management tasks · Demonstrable written and verbal communication skills, including experience drafting routine correspondence in a professional setting. · Evidence of managing multiple administrative tasks concurrently, with examples of meeting deadlines, prioritising workloads, or coordinating competing responsibilities in a high-volume or time-sensitive environment. · Previous experience working in the gambling industry particularly in roles involving licensing, regulation, or compliance. In addition, candidates must be able to demonstrate the key competencies relating to effective performance at Administrative Officer grade in the Public Service as below. Key Competencies for the Role The attention of candidates is drawn to the key competencies model that has been developed for posts at Administrative Officer level which reflects the complex environment in which this position will operate: Leadership Potential · Is flexible and willing to adapt, positively contributing to the implementation of change · Contributes to the development of policies in own area and the broader Department/ Organisation · Seeks to understand the implications of taking a particular position on issues and how interdependencies need to be addressed in a logical and consistent way · Maximises the contribution of the team, encouraging ownership, providing support and working effectively with others · Formulates a perspective on issues considered important and actively contributes across a range of settings Analysis & Decision Making · Is skilled policy analysis and development, challenging the established wisdom and adopting an open-minded approach · Quickly gets up to speed in a complex situation, rapidly absorbing all relevant information/data (written and oral) · Uses numerical data skilfully to understand and evaluate business issues · Identifies key themes and patterns in and across different sources of information, drawing sound and balanced conclusions · Sees the logical implications of taking a particular position on an issue · Is resourceful and creative, generating original approaches when solving problems and making decisions Delivery of Results · Assumes personal responsibility for and delivers on agreed objectives/ goals · Manages and progresses multiple projects and work activities successfully · Accurately estimates time parameters for projects and manages own time efficiently, anticipating obstacles and making contingencies for overcoming these · Maintains a strong focus on meeting the needs of customers at all times · Ensures all outputs are delivered to a high standard and in an efficient manner · Use resources effectively, at all times challenging processes to improve efficiencies Interpersonal & Communication Skills · Communicates in a fluent, logical, clear and convincing manner verbally and in writing · Is able to listen effectively and develop a two-way dialogue quickly · Maintains a strong focus on meeting the needs of internal and external customers · Effectively influences others to take action · Works to establish mutual understanding to allow for collaborative working · Works effectively Specialist Knowledge, Expertise and Self Development · Clearly understands the role, objectives and targets and how they fit into the work of the unit and Department/Organisation · Develops the expertise necessary to carry out the role to a high standard and shares this with others · Is proactive in keeping up to date on issues and key developments that may impact on own area, the Department and/ or wider public service · Consistently reviews own performance and sets self challenging goals and targets · Has significant expertise in his/her field that is recognised and utilised by colleagues Drive & Commitment to Public Service Values · Consistently strives to perform at a high level · Maintains consistent effort under pressure and is resilient to criticism or setbacks at work · Demonstrates high levels of initiative, taking ownership for projects and demonstrating self sufficiency · Is personally trustworthy and can be relied upon · Places the citizen at the heart of all process and systems · Upholds the highest standards of honesty, ethics and integrity Eligibility to compete and certain restrictions on eligibility Citizenship Requirements Eligible candidates must 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 has a stamp 4 [1] or a stamp 5 permission. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. 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 not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Environment, Community & Local Government (Circular Letter LG (P) 06/2013) The Department of Environment, Community & 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 dates 28 June 2012 as detailed below, it is a specific condition of the 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). Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, NDP Delivery 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 DPER and the Public Services Committee of 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 may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. 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). Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement. 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. PRINCIPAL CONDITIONS OF SERVICEGeneral This appointment is to the position of the Administrative Officer in the Gambling Regulatory Authority of Ireland is made under section 26(1) of the Gambling Regulations Act 2024. Employees of the Authority are Public Servants and are subject to all of the terms and conditions, which apply to public servants generally. Salary The successful applicant will be paid at the AO (Standard Scale) salary, rates effective from 1st August 2025. Administrative Officer Personal Pension Contribution (PPC): €40,268 – €42,964 – €43,736 – €47,113 – €51,436 – €54,847 – €58,393 – €61,986 – €65,577 €69,157 – €71,637 LSI1 – €74,112 LSI2 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). Long service increments may be payable after 3(LSI1) and 6(LSI2) years satisfactory service at the maximum of the scale. A different rate (‘non-PPC’) 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. Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation This competition is for appointment to a permanent Public Service post in the Gambling Regulatory Authority of Ireland, subject to successful completion of a probationary period. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you – (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave.
Marketing & Office Administrator
Your role This hybrid role combines marketing support - including sales enablement and campaign execution - with general office management and facilities duties.. What you'll be doing What We Need Corpay is currently looking to hire a Marketing & Office Administrator within our Roomex division. This position falls under our Lodging line of business and is located in Dublin . In this role, you will provide marketing support - including sales enablement and campaign execution - with general office management and facilities duties. The ideal candidate will be a self-starter, comfortable multitasking, and able to thrive in a fast-paced environment. You will report directly to the Director of Marketing and regularly collaborate with the different teams across the company. How We Work As a Marketing & Office Administrator, you will be expected to work in a hybrid environment. Corpay will set you up for success by providing:
Team Leader
Team Leader / Supervisor – Your journey starts here – and where it goes is up to you. The Role: This is a stepping-stone, not a stopgap. As Team Leader, you’ll build essential leadership skills, gain valuable hands-on experience, and be supported every step of the way. Whether you see yourself running your own store or stepping into a regional role, we’ll help you get there. Why Join Us? Make it Yours This role is based at our Oldbawn Tallaght store . Free on-site parking available. Apply now and take the next step in your hospitality journey!
Assistant Staff Officer
About Fingal County Council Fingal is a highly attractive place to live, work, visit and do business. It comprises a geographical area of 450 sq.km stretching from Balbriggan in the north, to Blanchardstown in the west and to Howth in the east. The area is defined by the diversity of its landscape and settlement patterns with rural, urban and suburban locations all rolled into one county. There is 88kms of coastline, three large protected estuaries and salt marsh habitats and 13 major beaches. Fingal County Council is one of the county’s major local employers and currently employs approximately 1,600 staff. The Council is mandated to deliver a diverse range of functions and services which can be broadly described under the headings of the provision of physical and social infrastructure, housing, economic and tourism development, community development, recreation and amenity services and the management of the planning and environmental regulatory framework. The role of the County Council as provided for in law is to represent, lead and serve the communities of Fingal. Duties The Assistant Staff Officer is a support or supervisory position within the Council and is assigned responsibility for the day-to-day operation of a work area, section or team. The Assistant Staff Officer works as part of a team, supporting managers and colleagues to meet work goals and objectives and to deliver quality services to internal and external customers. The post holder will be responsible for the implementation of work programmes to achieve goals and targets set out in Departmental and Team Plans. The Assistant Staff Officer is expected to carry out their duties in a manner that enhances public trust and confidence. Persons employed will be required to work in any location within the Fingal administrative area. The duties may include but are not limited to: · Providing administrative backup and support for their line-manager to achieve key goals, objectives and tasks; · Supervising staff and deputising for the line-manager as required; · Operating under the direction of the line-manager; · Participating as an effective team member towards the efficient operation of their department / section; · Collating and analysing information / data and reporting on same; · Maintaining accurate records and files; · Assisting with budget management / reporting and procurement; · Ensuring the provision of high quality Customer Services; · Briefing and training new staff; · Implementing agreed procedures, schemes and policies of the Council; · Operating existing and future IT systems; · Taking initiative and being proactive in addressing issues; · Assisting with the implementation of change and delivering quality services; · Working effectively with staff, members of the public, public representatives, external agencies and various Council Departments. Qualifications and requirements of the post CHARACTER Each candidate must be of good character. HEALTH Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, TRAINING, EXPERIENCE, ETC. Each candidate must, on the latest date for receipt of completed application forms: (i) (a) have obtained at least Grade D (or a Pass), in Higher or Ordinary Level in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) have obtained at least Grade C (or Honours) in higher level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or (ii) have obtained a comparable standard in an equivalent examination, or (iii) hold a third level qualification of at least degree standard, or (iv) be a serving employee in a Local Authority, or a Regional Assembly and have at least 2 years satisfactory experience in a post of Clerical Officer or an analogous post. The ideal candidate will: · 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 the Assistant Staff Officer in this context. · have a satisfactory understanding of the Council’s purpose and priorities and knowledge of public service organisation in Ireland in order to achieve effective service delivery. · understand the changing environment and be capable of adapting to change in order to deliver quality services to our citizens. · have ability to work under pressure to tight deadlines in the delivery of key policy objectives. · have good interpersonal and communications skills. · be self-motivated with ability to work on own initiative. · demonstrate relevant administrative experience and have strong report writing, editing and proof-reading skills. · have excellent comprehensive knowledge and experience of operational ICT systems. · have an awareness of Health and Safety legislation and regulations, the implications for the organisation and the employee, and their application in the workplace. The Selection Process: Fingal County Council reserves the right to shortlist applications, if required. This is not to suggest that any candidate may be unsuitable or incapable of undertaking the duties of the post advertised, but rather that there may be candidates who have demonstrated that they are better qualified and/or have more relevant experience. The number of persons to be invited, in these circumstances, to interview shall be determined by the local authority from time to time, having regard to the likely number of vacancies to be filled. Step 1: Initial Screening In the first instance, all applications received by the latest date/time for receipt of completed applications are screened for eligibility in accordance with the qualifications for the post as set out in this booklet and declared by the Minister for the Department of Housing, Local Government and Heritage under Section 160 of the Local Government Act 2001. Step 2: Shortlisting Each candidate’s application may be assessed against pre-determined criteria based on the requirements of the position as outlined in this booklet. It is the sole responsibility of the applicant to provide a detailed and accurate account of their qualifications and/or experience in their application form and to outline the relevance of their experience in the examples provided. Step 3: Interview Candidates who are successful in the shortlisting process will be invited to attend for interview(s). Fingal County Council will endeavor to give sufficient notice of the interview to shortlisted candidates. Thereafter, it is the responsibility of the candidate to make themselves available on the date/time selected. Candidates who do not attend for interview will be deemed to have withdrawn their application from the competition. Expenses incurred by candidates in attending for interview, will be at the candidates own expense. An independent interview board will be established by the Senior Executive Officer, People Services, or other designated officer, to assess the candidates shortlisted for interview. The interview board will generally comprise of a Chairperson and two other members, who will have expert knowledge in the relevant field. The objective of the interview board is to identify candidates who best meet the objective criteria and competencies required for the position and to place them in order of merit. Candidates who are successful in the interview will be qualified in order of merit for appointment to the post of Staff Officer and placed on a panel. It should be noted that placement on a panel may not necessarily lead to a job offer. The selection process is not concluded until such time as references have been sought and clearance checks, i.e. Garda vetting, occupational health, verification of education qualifications, etc, have been carried out to the satisfaction of the Council. Benefits At Fingal County Council, we value our employees and want to support them to develop their careers. We offer flexible working arrangements, competitive salaries and pension benefits, a positive work environment, training and development opportunities, a defined career path in a supportive and inclusive culture and the opportunity to make a difference, along with the following benefits: Ø Standard working day is 9-5 with Flexitime (up to 13 flexi days per year) Ø Excellent Work/Life balance with Family Friendly Schemes such as Shorter Working Year and Work-sharing Ø Opportunities for promotion and career development Ø Employee Assistance and Wellbeing Programme Ø Pension Scheme Ø Blended Working available - up to 2 days per week Ø Ongoing training and higher educational support Ø Cycle to Work Scheme Particulars of Employment The employment is wholetime, permanent and pensionable. Persons who become pensionable employees of a local authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Persons who become pensionable employees of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. All persons who become pensionable employees of a local authority will be required in respect of the local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. PROBATION Where persons who are not already employees of a Local Authority are employed, the following provisions shall apply: (a) there shall be a period after such employment take effect during which such persons shall hold such employment on probation, (b) such period shall be one year, but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. SALARY €35,613, €37,740, €40,759, €42,741, €44,475, €46,153, €48,417, €50,056, €51,722, €53,296, (LSI 1), €54,911 (LSI 2). Persons who are not serving local authority employees will be based on the minimum of the scale. Holders of the post 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 post or in respect of any services which they are required by or under any enactment to perform. HEALTH For the purpose of satisfying the requirement as to health it will be necessary for successful candidates, before they are employed, to undergo a medical examination by a qualified medical practitioner to be nominated by the Local Authority. RETIREMENT AGE The retirement age is 70 years. The local authority shall require a person to whom employment is offered to take up such employment within a period of not more than 6 weeks and if he or she fails to take up the employment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not employ the person.
