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Duties and Responsibilities: The duties of the Caretaker are listed below. Duties may vary depending on the needs of the school. The Principal will confirm duties on appointment. 1. Ensure that the school buildings are safe and secure at the conclusion of classes, examinations, or functions. 2. Take care of the school premises and contents and to prevent as far as possible any damage to the structure, furniture and equipment. 3. To keep the school premises, furniture and equipment secure. 4. To keep the school premises, furniture and fittings in a clean condition. 5. To keep in a clean condition all glass doors, windows, etc., and to carry out painting of walls, wood-work and window frames as directed by the Principal and/or the Deputy Principal. 6. To see to the heating requirements of the building and safeguard the heating and water pipes during the cold period of the year. 7. To keep in safe custody the keys of all rooms in the building and to ensure that no unauthorised person has access to any part of the building. 8. To open and close the school for functions outside of the normal school hours when necessary. 9. When night classes, examinations or school functions are being held, the Caretaker will be obliged to be on duty a minimum of a half an hour before the start of such classes or functions and have rooms in readiness for classes and functions. Duties as assigned by the 10. Principal to be carried out during evening / night attendance. 11. To be available to attend alarm call out on a 24/7 basis 12. To give such assistance as may be required outside the school building as directed by the Principal/Deputy Principal. 13. To keep the school grounds in good order. 14. To open and close the school as directed by the Principal and /or the Deputy Principal. To control the entry of students and their exit from the school and have all classrooms ready for classes at least half an hour before the official time of commencing. 15. To note and arrange for the receipt of furniture, equipment, stores, fuel, timber, parcels of glass and other materials for general use and for the transfer of stores, equipment and similar transactions. 16. To perform such similar duties as may be required and generally to carry out such duties as may be required from time to time by the Committee, the Chief Executive Officer, the Principal, the Deputy Principal, or the Teacher in Charge of the school. 17. To complete all relevant documentation as required under Health and Safety legislation. 18. Co-operation with any new technology with regard to work and security of schools and other premises. 19. Co-operation in relation to call outs as a result of break-ins. 20. Co-operation with security check on school (especially in evenings, at weekends and during holidays). 21. Co-operation in efforts to heighten awareness of health and Safety in the workplace through new procedures. 22. Co-operation with on-going legislative changes. 23. Co – operation with the introduction and utilisation of new technology and acceptance that this may result in changes in existing work practices. 24. To work as part of a team with the ancillary staff, Principal and Deputy Principal in keeping the school fit for purpose. 25. To carry out all lawful instructions of the Chief Executive or their representative. The above list is a guide to the general range of duties in the post. It is not intended to be either definitive or restrictive and will be subject to periodic review. Person Specification: Essential Requirements • Reasonable commute to work, ideally within 25km radius of the school • Proven experience/ability to undertake caretaking duties • Experience in grounds keeping (e.g. garden maintenance) • Understand/experience in electrics, plumbing and carpentry • Experience and understanding of Health and Safety issues • Experience of taking responsibility for the security of school buildings • Ability to follow instructions on equipment, materials etc. • Clean driving licence • Punctual, reliable and trustworthy • Ability to work effectively and supportively as a member of the school team • Good interpersonal and communication skills • Ability to act on own initiative, dealing with any unexpected problems that arise • Good organisational and time management skills • Flexible with the ability to deal with unexpected events and changing work activities • Willingness to work flexibly and outside normal hours as required • A willingness to undertake further training and development as required. • A respect for school culture. • Confidentiality with regard to school business Desirable requirements: • Experience of working in a trade would be an advantage • Current and clean category ‘EB’ driving licence an advantage. • Attendance at courses relating to cleaning, caretaking and / or Health and Safety. General Terms and Conditions of Employment: Hours of work: Caretaker hours of work will be not less than 39 hours per week or equivalent delivered in a flexible manner over the year. Hours may be allocated between the hours of 8:00a.m. and 11:00p.m., Monday to Friday. Overtime rate may be paid for work on Saturday or Sunday, or call outs. Annual Leave: Holidays must be taken at times to coincide with school holidays and by prior agreement with management. Annual leave entitlement is 22 days per annum. Remuneration: New entrant rate, salary increase 01/03/2025 On recruitment €692.93 weekly and €706.97 weekly after 6 months of employment
Beach Lifeguard
QUALIFICATIONS 1. CHARACTER Each candidate must be of good character. 2. HEALTH Candidates must be in a good state of health and be free from any ailments which would render them unsuitable to hold the position. 3. AGE Candidates must be at least 18 years of age on or before 1st May 2025. 4. CITIZENSHIP (a) Candidates must, by the date of any job offer, be: (b) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (c) A citizen of the United Kingdom (UK); or (d) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (e) 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 (f) 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 (g) 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 5. EDUCATION, TRAINING, EXPERIENCE, ETC. Candidates must hold an Irish Water Safety Beach Lifeguard Award or equivalent, as recognised by the International Lifesaving Federation (ILS). While the above qualification is the minimum requirement for this post, the following Pre-Hospital Emergency Care Council (PHECC) qualifications would also be desirable: • Cardiac First Responder • Emergency First Responder • Occupational First Aid Relevant experience in relation to the post would be an advantage. PARTICULARS OF EMPLOYMENT 1. THE POST The post is temporary for the 2025 Bathing Season only. Successful applicants may be offered either weekday or weekend employment at the discretion of Sligo County Council. 2. DUTIES Beach Lifeguards will be primarily responsible for the following: a) All aspects of water safety pertaining to the position b) The enforcement of the Beach Bye-Laws 2007 On Enniscrone beach, duties will include traffic management of beach area including opening/closing of barrier. It will include advising bathers of the danger of swimming at the promenade outside of the designated swimming zones. c) On Rosses Point Second Beach, duties will include advising beach users of the dangers of incoming tides. Main Duties • Beach lifeguards will be responsible for the performance of their duties and will work under the immediate supervision of the Water Safety Development Officer or their nominee. • Beach Lifeguards shall read, be familiar with and adhere to the Safety Statement for Beachguards; participate in induction training and co-operate with other safety training provided by the Council as required. Any issues of health and safety concern shall be referred to the Water Safety Development Officer, the Area Engineer or the Health and Safety Officer. The procedure for reporting issues of concern is set out in the Safety Statement. The Beach • All equipment must be checked daily (each morning) to see that it is in working order and ready for use. Any defects notified should be reported immediately to the Council. To inspect all lifesaving and first aid equipment on arrival for duty to ensure that adequate stocks are available and in good working order. • Indication flags should be placed in prominent positions. The following flag system is to be used: 3. REPORTING ARRANGEMENTS The holder of the post will report directly to the Water Safety Development Officer or any person nominated by the Director of Services. 4. LOCATION Sligo County Council will have sole discretion to assign candidates to specific locations and to transfer candidates from one location to another as considered necessary. The successful candidates may be based at any of the following locations at the discretion of Sligo County Council: Enniscrone & Rosses Point Beaches: Weekends starting from: 31st May 2025 & Public Holiday on 2nd June 2025 Full-time cover for: 28th June to 31st August 2025 Weekends only: 6th & 7th September 2025 Streedagh & Dunmoran Beaches: Weekends starting from: 28th June to 31st August 2025 including Public Holiday on 4th August 2025 Successful candidates may also be asked to provide cover during the month of May on an on-call basis at the discretion of Sligo Co. Council 5. SUPERANNUATION Under the Single Public Sector Pension Scheme, contributions shall be made in respect of Superannuation, which shall be deducted at a rate of 3% of pensionable remuneration plus 3½% 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 dependent or qualified children). 6. REMUNERATION The remuneration shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to the Local Authority any fees or other monies (other than their inclusive remuneration) payable to or received by them by virtue of their post or in respect of services which they are required by or under any enactment to perform. The rates of pay applying to the positions of Beach Lifeguard are: Senior Lifeguard: €19.39 per hour Beach Lifeguard: €17.37 per hour Beach Lifeguards are required to work Sunday as part of their employment contract and, in accordance with Section 14 (1) of the Organisation of Working Time Act 1997, the fact of having to work on that day has been taken into account in the determination of the above pay rates. 7. METHOD OF SELECTION Selection shall be by means of a competition based on an interview conducted by, or on behalf of, Sligo County Council. Candidates will be required to undergo a practical test in basic life support, swimming ability and swimming rescue, and an interview, at their own expense. All candidates must attend both the interview and practical test (proposed to be held as soon as possible after the closing date) in order to be considered for inclusion on a panel from which Beach Lifeguards may be appointed for the 2025 Bathing Season. The life of the panel shall be for the 2025 Bathing Season only. 8. GARDA VETTING/REFERENCES The successful candidate will be subject to the Garda Vetting Procedures in line with the provisions of the National Vetting Bureau (Children & Vulnerable Persons) Act 2012 to 2016 as appropriate in advance of appointment. Please note that the Garda vetting process may commence in advance of candidates being called for interview / practical test. The appointment of any successful candidate will be subject to receipt of references which are satisfactory to the employer. An applicant, who has previously been employed by any local authority in the position of Beach Lifeguard will be required to provide a reference from that local authority as part of the recruitment process. 9. UNIFORM It is important that members of the public are aware that uniformed Beach Lifeguards are on duty, are highly visible and are seen to be patrolling the controlled bathing area. Wearing of full uniform provided by Sligo County Council is a mandatory condition of employment. 10. WORKING HOURS The hours of work are as follows: Rosses Point and Enniscrone - 11.30 a.m. to 7.00 p.m. with 30 minutes (unpaid) to be taken for lunch Streedagh and Dunmoran - 12.30 p.m. to 6.30 p.m. with 30 minutes (unpaid) to be taken for lunch 11. CODE OF PRACTICE • Punctuality must be observed. Beach Lifeguards should report to their station at least ten minutes before the shift is due to start so as to be fully attired and ready for duty. • At the start of duty, one Beach Lifeguard (Senior if on duty) must text the Irish Coastguard and the Water Safety Development Officer to make them aware that they are on duty on the beach. (Phone Numbers will be provided in Beach Manual). • At the end of duty, one Beach Lifeguard (Senior if on duty) must text the Irish Coastguard and the Water Safety Development Officer to let them know that they are off duty. Contact number will be supplied prior to taking up duty. • If for some reason an emergency arises rendering a Beach Lifeguard unable to report for duty, they must immediately notify the Water Safety Development Officer in order that relief cover may be arranged. • Any Beach Lifeguard who becomes sick or who suffers any disability which would impair their efficiency (e.g. sprains, pulled muscles, etc.) must report the matter immediately to the Water Safety Development Officer. • No intoxicating liquor or unauthorised drugs shall be taken into the Lifeguard’s hut. The use of illegal substances by a Beach Lifeguard or being under the influence of intoxicating liquor shall result in suspension from duty pending investigation. • The Beach Lifeguard will be furnished with a mobile telephone for the duration of their appointment. Any personal calls and texts (made outside of working hours) must be paid for by the Lifeguard upon receipt of the telephone bill. As stated above, the operation of any mobile phones/electronic devices for personal use while on duty is prohibited. The mobile phone must be returned to the Council at the end of the employment and all personal calls and texts must be paid up to date. 12. ANNUAL LEAVE Payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997. Leave is calculated at 8% of the hours worked in a leave year (but subject to a maximum of 4 working weeks). Annual leave may only be taken during periods of full-time cover (from 28th June 2025 to 31st August 2025). Leave will not be granted during weekend only cover periods. Permission and prior authorisation are essential before annual leave is taken. The granting of annual leave at any particular time is always subject to the requirements of the Council and all annual leave is liable to suspension during periods of exceptional pressure. Beach Lifeguard cover should be organised by Beach Lifeguards when taking time off. Only members on the listed panel supplied by the Water Safety Development Officer should be contacted. (This should not apply to Enniscrone beach as there are three Lifeguards employed on this beach and two Lifeguards on duty on such days will be adequate). 13. SICK LEAVE As per Sligo County Council’s current Sick Leave Scheme and Attendance Management Policy & Procedure, as amended by the Public Service Management (Sick Leave) Regulations, 2014, and any subsequent Regulations made from time to time. 14. DATA PROTECTION Sligo County Council is compliant with Data Protection Legislation including the provisions of the Data Protection Act 2018 and GDPR. To access Sligo County Council’s Data Protection Policy and Privacy Statements, please see the following link: Data Protection (GDPR) (sligococo.ie)
Arts Officer
County Offaly is endowed with a remarkable history, heritage and culture, along with communities that actively contribute to the wealth of collective and individual creative talent and the ongoing vitality of the county and the Midlands. Promoting broader access to the arts and creativity, while fostering artistic creation and production, is essential in nurturing and enriching County Offaly’s unique sense of place and people as a cultural county. In this regard the role of Arts Officer is an important role in Offaly City Council. Offaly Arts Office is charged with developing and delivering high quality, imaginative Arts, with and for the people and visitors of Offaly. In doing so the Arts Office advocates for and clearly communicates the significant role that the arts play in enriching the wellbeing of society, our citizens and in enhancing the public realm. Offaly Arts Office continues to work closely with key local, regional and national partners in creative, public, private, community and voluntary sectors, collaborating on shared agendas. The Arts Office currently comprises of a staff of four. The Arts Officer, Film Officer (Temp Post), Assistant Arts Officer and Clerical Officer. The Arts Office functions within the directorate of Community and Culture, aligning with the Strategic Policy Committee of Community, Culture and Emergency Services. The ideal candidate for the Arts Officer Position shall have: · Experience of building, managing and nurturing partnerships and relationships across a wide range of key stakeholders · Knowledge and understanding of good corporate governance practices · Excellent facilitation, project management and event management skills · Strong analytic, report writing and IT skills · Experience in preparing both strategic and operational plans and programmes · Managing and administering budgets, compiling funding applications · Delivering quality customer service · Working effectively as part of a multi-disciplinary team · Planning and prioritising workloads · Dealing effectively with conflicting demands · Working under pressure to tight deadlines · Adapting to change · Managing projects · Managing a team · Ability to communicate effectively across different levels within the organisation · Maintaining confidentiality ROLE & DUTIES OF THE POST The primary role of the Arts Officer will be to manage the Arts team to implement and measure the priorities of both the Offaly’s Art Strategy 2024-2028 Celebrating Communities through Creativity , and the Arts Infrastructure Strategy 2023 – 2028. Key duties and responsibilities of the post of Arts Officer include (but are not limited to): · Management of the Arts Office team · Advising Offaly County Council on all matters to relating to Arts/Culture including but not limited to: o Strategies for effective development and management of the Arts & Culture. o Fundraising and applying for funding from a variety of sources. o The development of the arts/artists in the social, cultural and economic life of the county. o The disbursement of grants under the terms of Section 12 of the 1973 Arts Act. o Informing of any initiatives which may affect funding and/or policy developments and working towards implementation of proposals. · Leading a well-motivated and focused team to deliver the Council’s arts/culture programme including Offaly’s Creative Ireland’s Arts focused projects. · Communicating, implementing and managing all change within the section, · Determining nature, level and pattern of demand for services. · Devising, implementing & managing the Council’s Arts Strategy and Arts Infrastructure Strategy to include on-going monitoring and measurement of implementation and impact. · Developing annual service delivery plan for the arts in line with the Corporate Plan priorities and in collaboration with the Senior Management Team having regard to available budgets. · Identifying and responding to opportunities for the arts, through liaison with a variety of Government Departments, State Agencies, European Institutions and Arts Bodies, collaborating with colleagues to progress the broader cultural and economic development remit of the Council. · Imputing into the work of Strategic Policy Committee and other local authority committees, as appropriate. · Establishing & overseeing arts/culture policies that will underpin plans for development, which will be integrated with other aspects of local authority work. · Devising proposals and responses to national & international policy documents, which will influence the development of arts/culture in the County. · Sustaining a consultative process with those involved in arts and culture in the county. · Ensuring balanced arts provision for the county, through identifying, supporting and developing the existing professional, voluntary, community and amateur arts sectors and through harnessing existing regional and national networks. · Managing and developing the Council’s Public Art policy and collection. · Providing information and advice to artists and the community in general on arts/culture related matters. · Creating strategic partnerships with a range of key institutional stakeholders and partners, · Liaising and work with a wide range of community/voluntary groups and promote the inclusion of all sectors of society in participation of the arts. · Developing key metrics to better measure, the impact of investment in the arts in the county · Supporting artists to create work of excellence. · Responsibility for day-to-day financial management within the section to include budget preparation, identify potential funding opportunities, preparation of funding applications, timely drawdown or recoupment of monies due to the local authority. · Delivering projects within agreed budget and deadlines. · Attending meetings and represent the local authority on internal or external committees, working groups or other fora when required. · Researching, analysing, disseminating and communicating essential information on relevant policies, procedures and legislation. · Compiling, preparing and presenting reports as necessary. · Communicating effectively with senior management. · Planning and prioritising work effectively and be proactive and self-directed. · Implementing all Health and Safety management systems within the local authority. · Working outside of normal office hours, i.e., at evenings and/or weekends, as required. · Any other duties which may arise in the provision of arts services, and are assigned by the Chief Executive, Director of Service or his/her appointed nominee, from time to time. COMPETENCIES FOR THE POST A Requirement and Competency Framework has been developed for the position of Arts Officer. Candidates will be expected to demonstrate sufficient evidence within their application form of their knowledge, experience, skills and competencies under each heading. Requirements: Knowledge, Experience and Skills · Understanding of the role of Arts Officer · Have a good knowledge and experience of the Arts, the Arts environment and Arts policy in Ireland · Have a good knowledge of the range of public and private supports, available for local arts development · Have a good knowledge and understanding of the Local Government sector in Ireland · Have the capacity to interact effectively with elected members and representatives from a broad range of sectors and groups including local Arts interests, local development organisations, social partners and funding agencies and institutions · Demonstrate an understanding of national arts policies and have the creative and management expertise to drive the development and delivery of arts policies and the Arts Programme on a county level · Possess good presentation/communication and interpersonal skills · Demonstrate an ability to achieve delivery of competing demands within prescribed deadlines and timelines · Have an ability to work alone and within a multidisciplinary team and to work on his/her own initiative · Have a good knowledge and awareness of Health and Safety Legislation and regulations, their implications for the organisation and the employee and their application in the workplace · Ability to work as part of a team COMPETENCIES Management and Change · Think and act strategically. · Develop and maintain positive, productive and beneficial working relationships. · Effectively manage the introduction of change and demonstrate flexibility and openness to change. Delivering Results and Communicating Effectively · Contribute to the development of operational plans and lead the development of team plans. · Plan and prioritise work and resources effectively. · Establish high quality service and customer care standards. · Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. · Have effective verbal and written communication skills. Leading and Motivating and Managing Performance · Lead, motivate and engage employees to achieve quality results and to deliver on operational plans. · Effectively manage performance. · Can manage and resolve potential conflict / disagreements in a positive & constructive manner · Works effectively within the political process, recognising & managing any tension that may arise from differing stakeholder’s perspectives. · Persuades others; builds consensus, gains co-operation from others to obtain information and accomplish goals. · Proactively engage with colleagues at all levels of the organisation and across other Departments// Organisations and builds strong professional networks · Has the confidence to put forward own opinion when s/he feels it is right to do so Performance Through People · Is able to present ideas effectively to individuals and groups and deliver presentations suited to the nature and needs of the audience · Shows ability to actively listen to others and look for feedback on the messages being communicated · Relates well to others and maintains positive working relationships · Uses diplomacy and tact to facilitate working relationships with dissatisfied staff or customers Personal Effectiveness · Take initiative and seek opportunities to exceed goals. · Is self-motivated and responds positively to the challenges of the role · Looks to meet the needs of the broader organisation rather than focussing on own specific responsibilities · Demonstrates and encourages innovation and new thinking · Manage time and workload effectively and operates in an environment with significant complexity and pace. · Maintain a positive, constructive and enthusiastic attitude to their role. QUALIFICATIONS 1. Character Candidates shall be of good character. 2. 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. 3. Citizenship Candidates for any of the above panels 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 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. 4. Education · Hold an ordinary degree (level 7 or higher on the National Framework of Qualifications) in an Arts or Cultural discipline. 5. Experience The ideal candidate shall have a good knowledge of current arts practice and the organisation of the arts in Ireland especially as it applies to the professional development of artists, arts organisations and festivals. Essential qualities include: a) Have a good knowledge and experience of the Arts, the Arts environment and Arts policy in Ireland b) Have a good knowledge of the range of public and private supports, available for local arts development c) Have a good knowledge and understanding of the Local Government sector in Ireland d) Have the capacity to interact effectively with elected members and representatives from a broad range of sectors and groups including local Arts interests, local development organisations, social partners and funding agencies and institutions e) Demonstrate an understanding of national arts policies and have the creative and management expertise to drive the development and delivery of arts policies and the Arts Programme on a county level 6. Candidates shall also: (a) Have at least five years’ satisfactory relevant arts development and administration experience at management level in the area of team leadership, programme development and budget management and (b) Have satisfactory knowledge of a public service organisation and (c) hold a full clean, Class B driving licence and have access to their own vehicle. PARTICULARS OF OFFICE 1. The Post: The post is permanent, whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill appropriate positions that may arise for its duration. Positions will be offered in order of merit as per the panel. 2. 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. Starting pay for new entrants will be at the minimum of the scale. 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. The current salary scale applicable to the post is €59,417 - €77,243 (LSI 2). 3. Duties: The duties of the post 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 2001 and 2014, 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 subparagraph (a) of this paragraph under the general direction and supervision of the Chief executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature as may be required by any local authority or body herein before mentioned in the exercise and performance of any of its powers, functions and duties to exercise such powers, functions and duties as may be delegated to him/her by the Chief Executive from time to time, including the duty of servicing all committees that may be established by any such local authority or body. The post holder will, if required, act for an employee of a higher level. The post holder may be required to work outside his/her normal job description from time to time. 4. Work Base: Offaly County Council reserves the right to assign you to any department or premises 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 him/herself at his/her own expense with the necessary mode of travel to and from work. 5. Working Hours: The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remunertation will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. 6. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) 7. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 8. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. 9. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 3% 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). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: 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 (ie. 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 dependent 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 Childrens 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.
Dog Warden
The Competition The Position Meath County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent & fixed-term contract vacancies for the position of Dog Warden shall be drawn. Purpose, Duties and Responsibilities The holder of the post will perform duties as may be assigned from time to time, on a county-wide remit, to ensure Meath County Council comply with all statutory obligations and regulations. The duties of the post of the Dog Warden include, but are not limited to: • Issue of Fixed Penalty Notices under the Control of Dogs Act 1986 (as amended); • Seize dogs under the Control of Dogs Act, when necessary; • Assist An Garda Siochana in their duties with regard to managing dogs defined as dangerous breeds; • Prepare the necessary reports and attend court as necessary to present evidence on behalf of Meath County Council in prosecution of animal welfare cases or non-compliance with animal control requirements; • Investigate complaints from the public and the Gardai in relation to dogs; • Remove or arrange for removal of animal carcases from public places including beaches; • Work in close co-operation with Gardai in relation to matters pertaining to control of other animals in public places; • To keep record of times on duty each week; • Record each attendance at the pound/ kennels; • Maintain a record of any payments received and submit same to the Council; • Investigate complaints in relation to stray and unlicenced animals; • Seizure of stray dogs; • Carrying out Dog Licence Inspection Patrols around County Meath; • Investigate cases of unburied animal carcasses under the Control of Dogs Act; • Investigate complaints regarding stray horses and enforce the Control of Horses legislation (including outside of normal hours if necessary); • To attend such training courses as and when required; • Driving the Council’s collection vehicle and taking care of routine maintenance, for exampledaily walk around checks, daily SSWP water level, oil level, battery level and ensuring the vehicle is serviced regularly, cleaning the vehicle both internally and externally on a weekly basis; • To perform all duties associated with the implementation of the Control of Dogs Act 1986 and amendments and regulations thereafter • To perform all duties associated with the implementation of the Control of Dogs (XL Bully) Regulations and amendments thereafter • Subject to direction, when requested, issue media publicity on the welfare of dogs and assist in the implementation of relevant educational programmes; • Abide by the Council's financial procedure as instructed; • Regular co-operation and good working relationships with personnel from animal shelter facilities, animal welfare organisations and other parties; • Regular visible patrols of public areas and open spaces to proactively monitor compliance with animal control legislation; • Attendance at planned community events and participation in promotional activities to increase general public awareness of Animal Welfare & Control Services • The Dog Warden shall be available for emergencies which may arise outside normal working hours; • The Council may, from time to time, assign such duties as may be considered necessary to properly discharge the Council’s responsibility under relevant Acts, Bye Laws. Qualifications for the Post Character Each candidate must be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education and Experience Each candidate must, on the latest date for receipt of completed application forms: • Have a good standard of education that would enable him/her to efficiently perform their duties and must be capable of making satisfactory reports including (written reports) on matters pertaining to the duties of the post. • Hold a current clean full driving licence (minimum Class B), details of which must be entered on the application form and have satisfactory experience of driving. • It is also desirable but not essential that candidates: ▪ Have experience of dealing with animals ▪ Hold a current Safe Pass Card (Successful candidates will be required to have a valid Safe Pass Card prior to taking up duty) Miscellaneous Provisions Salary Salary scale: €776.71 - €798.06 per week (EL 03/25). Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with the appropriate Department Circulars. Hours of Work The normal working hours will be 39 hours per week. Duties may require the successful applicant to work outside of normal working hours i.e. attendance at evening/weekend, training duties etc. as part of normal working hours without additional remuneration. All hours worked will be subject to the provision of the Organisation of Working Time Act, 1997 as amended. You may be required to complete a time-sheet in accordance with the Organisation of Working Time Regulations, 2001. Start Date Meath County Council shall require a person to whom an offer of employment is made to take up an appointment within a reasonable period of time, usually two months from date of offer, to meet the organisational requirements of the Council. Meath County Council reserves the right to withdraw its offer in the event that an appointment is not taken up within such a period. Leave 25 days per annum Sick Leave The terms of the Public Service Sick Pay Scheme will prevail. Probation The following provisions will apply: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 9 months but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Travel It is desirable that holders of the post should hold a full driving licence for class B vehicles and shall be required to 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. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Meath County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. Residence The person holding the office must reside in, or at an address convenient to performing the role/function as approved by the Chief Executive. 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 Safety and Welfare The holder of the post shall co-operate with the terms of Meath County Council’s Safety Statement and Major Emergency Plan. He/she shall familiarise him/herself with the safety rules and procedures and make proper use of all safety, clothing and equipment. Training It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. Garda Vetting Successful candidates may be subject to Garda Vetting in advance of appointment to the position. Outside Employment The officer may not engage in private practice, or be connected with any outside business, which would interfere with the performance of official duties. Superannuation Contribution Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment. A person who becomes a pensionable officer of a local authority who is liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). A person paying Class A rate of PRSI who becomes a pensionable officer of a local authority will be required in respect of the Local Government (Spouses and Children's Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. A person who becomes a pensionable officer of a local authority who is liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. A person paying Class D rate of PRSI who becomes a pensionable officer of a local authority depending on their existing scheme, may be a member of a dependent scheme i.e. either the Local Government (Widows & Orphans Contributory Pension) Scheme or the Local Government (Spouses and Children's Contributory Pension) Scheme and if a member of either scheme will be required in respect of the to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. Officers are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement and death gratuities. In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority. For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory.
Staff Officer
The Library Staff Officer post is a supervisory position and is assigned functional responsibility for the administration and management of a branch library, section, or team within the Library Service. The Library Staff Officer will work under the direction and management of the Executive Librarian, Senior Executive Librarian or analogous grade or other employee designated by the County Librarian or Director of Services as appropriate. As a Library Staff Officer, you will be working as a part of a multidisciplinary team in the achievement of a common goal. You will be required to work and deal with a variety of people in a courteous, helpful and professional manner. You will be required to manage your work and the workload of the section in an organised way and be open and flexible to new ways of doing things. This position will afford you opportunities to use your own initiative and work to a high standard. You will be required to operate the local authority’s existing and future IT systems as part of your work. DUTIES The key duties and responsibilities of the post of Staff Officer Library Services include but are not limited to: • Managing a branch library • Working as part of a management team in a main branch • Managing service areas at Library headquarters • Managing performance and service delivery to expected standards in line with library targets, plans and policies; • Planning, organizing and participating in library events and activities; • Building relevant partnerships and networks; • Managing events programme for city/county-wide branch library network; • Support role to the operation of My Open Library initiative; • Supervise and manage staff up to the position of the grade or analogous grades. • Deal effectively with conflict. • Ensure compliance with all organisational policies and procedures. • Assist with implementation of work programmes to achieve goals, targets and standards set out in the Authority’s Corporate Plan. • Prepare and agree team plans for the section or function. • Contribute to policy development and review of policies, procedures and systems. • Liaise and deal with colleagues, elected members, general public, customers of the local authorities and external agencies. • Prepare reports to and for senior officers and preparation of documents for meetings. • Ensure that healthy and safe systems of work are maintained and that all possible steps are taken to prevent accidents and minimise hazards to occupational health, in accordance with the Corporate Health and Safety Statement. • Participate & take part in the duties as required as part of the Organisational response to Climate Action to promote & ensure capacity building, empowering change and delivering action • Undertake any other duties of a similar level and responsibility as may be assigned from time to time The duties of this position are inclusive of all the responsibilities associated with the role of Staff Officer Library Services as outlined and will also include the following specific duties: • Planning and prioritising of work and preparation of Rotas, • Organising workflows, • Training Staff, • Assisting with Budgets and Plans Important Notice The post is wholetime (i.e. 35 hours per week) and appointment may be permanent or temporary. The post will include weekend and late evening working hours as part of a normal roster. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. QUALIFICATIONS 1. Character Candidates shall be of good character. 2. 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. 3. 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 4. Education, Training and Experience etc. Applicants for Panel B - Open Competition Each candidate must, on the latest date of receipt of completed application forms – (i) (a) have obtained at least a grade D (or a pass), in Higher or Ordinary Level, in five subjects (or 4 subjects if Irish is included) from the approved list of subjects in the Departments of Educations established Leaving Cert Examination or Leaving Cert 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 Applicants for Panel A - Confined Competition Each candidate must, on the latest date of receipt of completed application forms (i) be a serving employee in a local authority or a regional assembly and have at least two years satisfactory experience in a post of Clerical Officer or analogous post and (ii) have satisfactory experience in administrative procedures, and including adequate practical experience in work of an executive nature, office organisation and control of staff Applicants for Panel C - Confined Competition Each candidate must, on the latest date of receipt of completed application forms (i) be a serving employee in Longford County Council and have at least two years satisfactory experience in a post of Clerical Officer or analogous post and (ii) have satisfactory experience in administrative procedures, and including adequate practical experience in work of an executive nature, office organisation and control of staff PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime (i.e. 35 hours per week) and appointment may be permanent or temporary. 2. Location Longford County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The current working hours are 35 hours per week. The post will include weekend and late evening working hours as part of a normal roster. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements Library Staff Officer report directly to the appropriate supervisor in the Section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. 7. Remuneration The current salary scale for the post of Staff Officer Library Services is €51,210 - €61,252 LSI2 gross per annum (Circular EL 03/2025), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by Pay-Path directly to the employees nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. 8. Superannuation & Retirement A person who becomes a pensionable employee of the County Council will be required in respect of their Superannuation to contribute to the Local Authority at the appropriate rate. The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme & Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong. • For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age. • The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age. • Effective from 1st January, 2013, The Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks: - Retirement age is set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028. - Compulsory retirement age will be 70. 9. Annual Leave The current annual leave entitlement for Staff Officer Library Services is 30 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Executive of Longford County Council retains autonomy with regard to office closures, (e.g. Christmas Office Closure), any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 10. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. 12. Training Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work. Employees must comply with all Safety and Health rules and regulations and attend all required Safety and Health Training. 14. Outside Employment The position is whole-time, and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. Important Notice The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate.
Senior Library Assistant
The Position: Limerick City and County Library Service is one of the most widely used public services provided by the local authority. The Library service manages and supports a city and county wide network of 7 full time libraries, 9 part time libraries, a My Open Library service and a mobile library. The library service is constantly innovating and diversifying in a dynamic and changing environment, taking advantage of technological advancement in particular to deliver a wide and varied range of frontline services to users. Limerick City and County Library Service is based in the Rural, Community, Culture, and Tourism Development Directorate of Limerick City and County Council. Limerick City and County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which temporary and permanent vacancies for Senior Library Assistant may be filled throughout the lifetime of the panel. The Person The ideal candidate shall have: 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 regular and efficient service. 3. Education, Experience, etc. Each candidate must, on the latest date of receipt of completed application forms: i. have a good general level of education, AND ii. have had at least two years satisfactory experience of library work. Terms and Conditions 1. The Post: The Senior Library Assistant is a post in Limerick Libraries either managing a branch library or working as part of a library team in a main branch. The Senior Library Assistant reports directly to the Librarian/Executive Librarian. 2. Annual Leave 30 Days per annum 3. Salary: Salary Scale €35,260 - €54,367 per annum, inclusive of two long service increments. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point (currently €35,260). 4. Location: Limerick City and County Council reserves the right to assign you to any department or premises 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. When required to do so holders of the office may be required to drive a motor car in the course of their duties and should therefore, hold a full driving licence for class B vehicles free from endorsement, disqualification and medical limitation on driving. 5. Hours of Work The normal working hours are 35 hours per week. The successful candidate must be available to work weekend and evening work as part of a normal roster. The provisions of Limerick City and County Council’s Time and Attendance Policy is applicable to this grade at the current time. 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 7. Superannuation: The Local Government Superannuation Scheme applies. 8. Travel: Holders of the post should hold a full driving licence for class B vehicles and shall be required 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. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Limerick City and County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. 9. Residence: The holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. 10. Safety and Welfare: The holder of the post shall co-operate with the terms of Limerick City and County Council’s Safety Statement and Major Emergency Plan. The successful candidate shall make themselves aware of the safety rules and procedures and make proper use of all safety, clothing and equipment. 11. Training: It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. 12. Taking Up Appointment: The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of four weeks and if they fail to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint them. 13. Garda Vetting : The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Limerick City and County Council to ensure that ‘any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to or contact with children or vulnerable persons will be subject of Garda Vetting’. 14. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: (a) There shall be a period after such appointments take effect, during which such person shall hold such post on probation. (b) Such period shall be set by the Director General and this period may be extended at their discretion. (c) Such person shall cease to hold the post at the end of the period of probation, unless during such period, the Manager has certified that the service of such person is satisfactory. 15. 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 16. References: Applicants are required to advise the names of two responsible persons to whom they are well known but not related (at least one of the referees should be an existing or former employer). In advance of any offer of employment, Limerick City and County Council reserves the right to seek references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The Council reserves the right to determine the merit, appropriateness and relevance of such references and referees. 17. General Data Protection Regulation: Basis for Processing your Personal Information The basis for processing your personal data is to progress your application for the position you have applied for with Limerick City and County Council under the Terms of the Employment (Information) Act 1994 and Human Resources Department policies and procedures. If you do not furnish the personal data requested, Limerick City and County Council will not be able to progress your application form for the competition for which you are applying. 18. Pre-Employment Medical: Prior to appointment the candidate will be required to complete a Health Declaration and may be required to undergo a medical examination by a qualified medical practitioner nominated by the Council. Where for any reason the cost of the medical examination is borne by the applicant it shall be refunded on appointment subject to statutory tax and statutory deductions.
Retained Firefighters
CHARACTER: Each candidate must be of good character. The County Council may make whatever enquiries it considers necessary to satisfy this condition. AGE: A Retained Fire-fighter must be not less than 18 and must be under 55 years on the first day of the month in which the latest date for receiving application forms occurs. A birth certificate must be submitted to Laois County Council as proof of age. RETIREMENT: On reaching 55 years of age, or sooner if found medically or physically unfit to continue, a part-time Fire-fighter shall be required to retire. However, such Fire-fighter have the option to continue working up to age 60 subject to compulsory annual medical assessment measured against agreed standards. PROBATION: From the date of commencement as part-time Fire-fighter there shall be a period of ten months during which he/she shall be on probation. During this period he/she shall be required, when requested by the Chief Fire Officer, to undergo and successfully complete a Recruits Induction Course and a Breathing apparatus Wearers Course. Such period of ten months may be extended at the absolute discretion of the County Council. The part-time Fire-fighter shall cease to be employed at the end of the period of probation unless the County Council is satisfied that he/she has been satisfactory in all respects. You will also be required to undergo Heavy Goods Vehicle driver training (Class C licence) & successfully pass the appropriate driving test. HEALTH: Candidates shall be in a state of health such as would indicate reasonable prospect of ability to render regular and efficient service. Eyesight levels should be uncorrected visual acuity of 6/9, 6/12 or better. (Candidates should check with an optician to ascertain if eligible to avoid unnecessary interviews and expense prior to applying for the position) MEDICAL EXAMINATION: Before recruitment a candidate must undergo and pass health and fitness testsin accordance with “An Occupational Health System for members of the retained Fire Service as issued by the Local Government Management Services Board July 2005, in order to qualify for the post. (Refer to enclosed Firefighter Selection Tests). During the period of employment the person appointed must participate in the Occupational Health Systems as laid down in “An Occupation Health system for members of the Retained Fire Service” as issued by the Local Government Management Services Board July 2005. He/she will co-operate with Laois County Council in arrangements to this end. A Firefighter who, in the opinion of the Medical Advisor conducting the Occupational Health system, is unsuitable for operational duties as a Firefighter will be required to resign. EDUCATION AND SUITABILITY: A candidate must have attained a suitable level of education to enable him/her to undergo successfully the appropriate training and to perform satisfactorily as a part-time Firefighter. DRIVING LICENCE: On date of appointment the successful candidate must hold a full clean driving licence in respect of Category B Vehicles or equivalent in the EU Model Driving Licence on the latest date for the receipt of completed applications. Candidates are also required prior to appointment to procure and maintain a Class C learner permit . In addition, the successful candidate must have access to a car as he/she may be required to travel to training courses in the course of his/her duties. DRILLS AND FURTHER TRAINING: A part-time Firefighter shall attend and participate in drills and shall undergo from time to time courses and further training, including Breathing Apparatus Training, minimum of 2 weeks, as required or deemed appropriate by the County Council. The location(s) of the training shall be decided by the County Council. Drills shall be held at such frequency as decided by the County Council in its absolute discretion. Adequate advance notice shall be given to Firefighters. RESIDENCE: (a) The residence and place of normal work of each part-time Firefighter shall be within a distance from the Fire Station, acceptable to the Fire Authority. (As a rough guide a maximum distance of 1½ miles from the Fire Station). If at any time his/her availability is affected by change of work or any other reasons, he/she will be required to resign. (b) A part-time Firefighter shall be required to report for duty to the fire station in its present location or in the event of change of location, to such new locations that may be decided by the Fire Authority. Changes in the location of a fire station will not result in payment of disturbance money or other compensation. AVAILABILITY: Written evidence from the employer as to availability must be provided and the County Council, in its sole discretion, shall decide as to whether the availability as so evidenced is acceptable. Self-employed must also provide written evidence as to availability. Such written evidence must cover a candidate’s availability on recruitment for fire and other calls, drills, training and such other duties which the part-time Firefighter may be required by the County Council to perform. If the County Council deems a part-time Firefighter’s attendance to be unsatisfactory, it may terminate his/her service. RECRUITMENT: 1. Applicants will be required to attend for interview at their own expense . 2. Candidates will be required to complete a literacy and numeracy test as part of the recruitment process. 3. The interview board will recommend a panel of suitable applicants and further vacancies may be filled from the panel. 4. Applicants will be required to undergo Garda Vetting procedure DUTIES: (a) Each part-time Firefighter shall be required to attend at fires and other emergencies, drills, displays etc, at such times and for such periods as required by the Authority. (b) Each part-time Firefighter shall operate in accordance with such rostering arrangements as exist, or as may be arranged by the Fire Authority, from time to time, and shall attend with due promptness fire and other calls, emergencies and duties in any part of County Laois and in the area of any other Fire Authority as required by the County Council. Firefighters may be contacted via smart phone and shall participate in any online crew availability systems adopted by the Fire Authority. (c) A part-time Firefighter, as and when required, shall perform such duties as are assigned to him/her from time to time. Failure to respond promptly to fire or other calls shall at the discretion of the County Council, result in termination of service. CLOTHING ETC . While on duty, part-time Firefighter shall use the clothing and personal equipment provided by the Council and such clothing and equipment shall be left in the Station immediately after the cessation of duty. Part-time Firefighter may not use such clothing and equipment save while on duty. GRIEVANCE AND DISCIPLINARY PROCEDURE : The terms of the County Council’s Grievance and Disciplinary procedure shall apply to part-time Fire-fighters. DATA PROTECTION: This personal information of the application form is used solely in processing your candidature. Such information held is subject to the rights and obligations set out in the Data Protection Acts, 1988 & 2003 and the General Data Protection Regulation.
Local Authority Graduate Planner Recruitment
We are recruiting graduates from 10 skill areas We are recruiting suitable candidates to become Graduate Planners with 26 of the 31 City & County Councils in Ireland. The Local Government Ireland Graduate Planner Programme offers graduate planners a rewarding and impactful career in one of 26 of Ireland’s city or county councils. As a graduate planner in a city or county council, you’ll be part of a dynamic, supportive and forward-thinking team that’s dedicated to shaping our towns, cities and rural areas. You’ll get the opportunity to work on innovative projects that positively influence the built environment, support local economies, and enhance the quality of life of local communities Why Local Government? As a Graduate Planner in a Local Authority, you have the opportunity to make a lasting impact on the future development of our communities. While furthering your career as a professional planner. What does a City or County Council Planning Department do? The planning department within Local Authorities regulate and manage development within their county boundaries. Planning departments are responsible for building sustainable communities, creating detailed plans that act as a framework to guide future development, as well as providing expert planning advice, processing planning applications, and enforcing regulations to ensure sustainable growth in our cities and towns. Which City & County Councils will be hiring Graduate Planners 26 of the 31 City & County Councils will be hiring Graduate Planners as part of this recruitment campaign. For the purposes of the recruitment campaign the country and the 26 Councils are divided up into 5 regions. You can apply for a Graduate Planner position in only two regions. Within each region you will be able to apply for up to a maximum of 5 local authorities within each region). Who can apply?? You can apply if you are: • a recent graduate with an honour in a level 8 Honours degree or higher in Planning, or • due to graduate this year and expect to achieve an honour in a level 8 Honours degree or higher and • entitled to work in the Republic of Ireland. Existing local authority staff members can also apply if you hold the necessary qualifications detailed above. Applicants should also possess the following attributes, • Passion for shaping communities and tackling town planning challenges and a collaborative mindset • Strong communication, analytical, and problem-solving skills It is highly desirable that applicants should at the time of commencing employment hold a current valid unendorsed driving licence in respect of Category B vehicles and have access to your own vehicle. It should be noted by applicants that if you are assigned to a rural County Council your employer will require that you are able to undertake work related trips using your own vehicle as soon as possible after commencing employment. The Local Government Management Agency (LGMA) is co-ordinating the Local Authority Graduate Programme recruitment campaign on behalf of the 26 individual City & County Councils in the Republic participating in this national recruitment competition. If successful, you will be offered an employment contract with an individual City or County Council Eligibility qualifications and competence to compete To be eligible for these vacancies, applicants must be able to show the following. 1. Graduate status On or before the date on which a local authority makes you a formal job offer you must provide formal documentation confirming that you have recently achieved an honour in an honours degree (Level 8 on the National Framework of Qualifications). 2. Undergraduates and post-graduate students At the time of application, if you are still a final-year undergraduate or postgraduate student, you can still apply and complete all stages of the application and recruitment process. If you are a final year student and yet to be assigned a grade, you will be asked on the application form to detail the award your course of study will lead to and what grade you expect to obtain when you do graduate. However, you must have proof of having achieved the required award level required (i.e.) an honour in a level 8 honours degree or masters. You must show this to the potential employer as part of the normal pre-employment checks process before they can make any job offer to you. If you can’t prove at the job offer stage that you have achieved at least an honour in an honours degree or masters, a job offer will not be made. Applicants will not receive any job offers if they have been: • asked to repeat exams or • asked to resubmit elements of their final year course work so that their final results can be issued by the university or educational institute where they did the course of study Applicants must ensure that they are in a position to commence employment when required by the employing Council. As part of your employment you must ensure that you will be able to physically attend the Council offices, on a full-time basis, to begin with. 3. Competency You must also be able to show at interview that you have the competencies for the role of a Graduate Planner. These competencies are defined in Appendix 1 of this document. Certain citizenship requirements that will determine whether you can apply or not. Applicants must, by the date of any job offer, fit into one of the categories below Citizen of the European Union You are a citizen of one of the 27 member countries of the European Union Citizen of EEA You are a citizen of the European Economic Area (EEA). The EEA consists of the Member States of: • the European Union • Iceland • Liechtenstein • Norway Citizen of the UK You are a citizen of the United Kingdom (UK) Switzerland You are a citizen of Switzerland as defined in the agreement between the EU and Switzerland on the free movement of persons Spouse or child You are a non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and have a stamp 4 visa International protection You are: • a person awarded international protection under the International Protection Act 2015, or • a family member entitled to remain in the State as a result of family reunification, and • someone with a stamp 4 visa Parent or dependent You are 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 • have a stamp 4 visa Valid Department of Justice visa stamp You must hold a valid visa stamp issued by the Department of Justice which clearly allows you to reside in the country and seek employment, for example, stamp 1g. Existing local authority staff If you are a current employee of a City or County Council and possess an honour in a level 8 honours degree in Planning or higher, then you can apply for the position of a Graduate Planner, as long as your current post has a salary scale that starts below the starting salary for a Graduate Planner (i.e.) €38,956. Ex-public servants who previously availed of incentivised early retirement or a Voluntary Redundancy Scheme You must tell us if you have previously availed of: • a public service scheme of incentivised early retirement, and, or • the collective voluntary redundancy scheme. This collective scheme is detailed in Circular Letter LG(P) 06/2013. You must tell us if you are entitled to a Public Service pension benefit (in payment or preserved) from any other Public Service employment. You must also tell us where you have received a payment-in-lieu for service in any Public Service employment. Why should I apply? Local government is a great place to start and grow your career. The main benefits to working as a Graduate Planner in a City or County Council include: • Starting salary of €38,956 with annual increments • 24 days annual leave per year • Flexible work arrangements • Comprehensive mentoring and structured development programme for career growth as a Planner in Local Government • A structured career pathway that allows you to progress in your chosen career as a professional Planner • Supportive work environment with a focus on well-being Making an application To apply for the Local Authority Graduate Programme, go to www.localgovernmentjobs. ie/graduates and click on and fill out the online application form. The application form asks for details about you, your education and your previous periods of employment. It also asks you to choose the local authorities you are interested in applying for. You can apply for a Graduate Planner position in more than one local authority. Number of Councils that you can apply for Number of regions in which you can apply for a Graduate Planner position 2 regions (max) Maximum number of Councils within a region to which you can apply for a Graduate Planner position 5 local authorities in each region (max) You must select an order of priority (1 to 5 with 1 being your highest priority) for the City or County Council chosen in each of your two regions. You can choose to only apply for one region, but it does reduce your chances of securing employment as a Graduate Planner. However, you should not select a City or County Council as one of your 5 choices if you have no intention of taking up employment with that Council. The LGMA will endeavour to ensure that following your interviews the Council you will be assigned to will match your choice of employers. However, unless you score the highest marks at the interview and are placed high up on the panel, we cannot guarantee that you will be assigned to either your no 1 or 2 choices Graduate Planner Development Programme As a Graduate Planner recruit you will take part in a structured development Programme which will be delivered over the duration of your contract. This programme has been designed to meet the demands of Graduate Planner entrants to local government. The aim of the development programme is to make sure that at the end of the three years you will have developed the necessary skills needed to advance your career on to the next level of Planner with your employer (i.e.) Assistant Planner. Each Council will invest in the training and development of the Graduates Planners they recruit. Your employer will provide supports and experience that the Graduates will need to fulfil your potential. Main features of the Graduate Planner development programme The main features and components of the three-year Graduate development programme include: • Block start for all Graduates • Group induction and orientation (centrally delivered) once all Graduate Planners commence employment • Enrolment in the suite of the Planning training courses developed to meet the specific needs of Local Government Planners by the sectors Planning Services Training Group (PSTG) • Dedicated mentoring supports from senior planners • Competency based interview preparation prior to applying for an Assistant Planner vacancy Competency skills and knowledge needed by Graduate Planners are as follows, Purpose and Change • You can demonstrate an understanding of the role played by a local authority on behalf of its citizens and the type of work related to their chosen skills area that local authorities engage in. • You can provide an example of how your qualification and experience to date can be applied to the role of a Graduate Planner? Delivering Results • You can provide an example of where they had to problem solve and contribute to successful solutions of problems encountered. • You can provide an example of where they have had to apply their academic qualification to delivering results as part of a team or as an individual. • You can provide an example of where they have delivered quality work and/or academic project to prescribed deadlines. Personal Performance • You can demonstrate the ability engage in two-way dialogue with interviewers and communicate effectively. • Display an understanding of how your skills and knowledge can contribute positively to the efficient delivery of services to the citizen. • You can provide an example of where you have worked effectively with a variety of colleagues in a team. Personal Effectiveness • You can provide an example of when you have been given responsibility where others were relying upon them doing what they were asked. • You can provide an example of where you have worked to deadlines and demonstrated resilience when setbacks were encountered. • You can provide an example of when you have had to show high levels of initiative, ownership of an assigned tasks and demonstrated self-motivation and self-sufficiency. Local Authority Graduate Programme 17 In addition, interviewers will be tasked with exploring you the interviewee’s knowledge and understanding of planning and how planning relates to the functions of a local Council. Knowledge & Understanding of Skills Area being interviewed for • Clarify with you the applicant which of your qualifications is most relevant to the skills area they have applied for? Can they explain why they believe it is relevant? • You can display an understanding of what role the Planning section of a Council plays and what types of services does it provide to the public? • You can identify what in your opinion is the most important part/aspect of the role of a Council’s Planning Officer? • You can provide an example of when you applied your academic learning or skills in an actual real life/work/academic situation?
Clerical Officer
In Galway City Council, Clerical Officers work as part of a multi-disciplinary teams to provide administrative support and customer service across the broad range of front-line services as well as internal services. The successful candidate will therefore require excellent administrative and communications skills. The Clerical Officer will normally work under the direction and management of a Staff Officer, Senior Staff Officer or Administrative Officer which comprise the line management grades and may from time to time be required to deputise for an Assistant Staff Officer or other administrative grade and successful applicants must be willing to take on this challenge. The ideal candidate will also be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of : • Local authority services, its key customers and relationships with other agencies and organisations; • Role of the Elected Member; • Current local government issues; • Public service values and integrity. The ideal candidate should also have a proven track record in the following areas : • Administration and clerical work; • High level of proficiency in key board skills; • Ability to communicate effectively; • Customer service experience; • Team working; • Operation of IT systems and standard office software packages; • Ability to plan and prioritise work effectively; • Acting on own initiative; • Working under pressure to tight deadlines; • Maintaining confidentiality. DUTIES AND RESPONSIBILITIES Clerical Officers perform a range of tasks including: • Dealing with customers at a variety of levels through various means of communication; • Supporting line manager and colleagues; • Working as part of a team to deliver the services of the Council; • Processing applications for services in accordance with Council policies procedures and plans; • Carrying out a range of administrative tasks including photocopying, preparing letters, documents/presentations for public circulation, typing, attending meetings and minute taking, report/returns preparation, filing, arranging meetings, receipting/balancing payments including cash, handling internal/eternal mail; • Operation of the financial system and other local government systems; • Public Counter/Reception Work; • Participating in the Performance Management Development System; • Completing all essential training successfully; • Any other duties that may be assigned as part of the overall functioning of the relevant Department. 1. Character Candidates shall be of good character. 2. 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. 3. Citizenship : Candidates must, by the date of any job offer, be: i. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom (UK); or iii. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or iv. 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 v. A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or vi. 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 4. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (i) (a) Have obtained at least a Grade D (or a Pass), in Higher or Ordinary Level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certification Vocational Programme. (At least a Grade B in Foundation Level Mathematics and Grade C in Foundation Level Irish may be considered as equivalent to Grade D (or a Pass) in Higher Level or Ordinary Level, from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certifications Vocational Programme); Or (b) Have passed an examination of at least equivalent standard; Or (c) Have had at least two year’s previous service in the office of Clerical Officer, Clerk/Typist (Clerical Duties), Clerk/Typist (Typing and Clerical Duties) or Clerk/Typist under a local authority, or health board in the State; Or (d) Have satisfactory relevant experience which encompasses demonstrable equivalent skills. And (ii) Have a proficiency or aptitude with computers and Microsoft Office suite of programmes. *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. Each candidate must include on the application form details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc. COMPETENCIES FOR THE POST Key Competencies for the post are given in the table below. Candidates will be expected to demonstrate sufficient evidence within their application form and at interview of competence under each of these headings. Information Management & Processing · Demonstrate Organisational Skills; · Ability to understand and adhere to procedures and processes; · Demonstrate proficiency in the use of Information Technology; · Collating Data and information processing; · Analytical and reporting skills. Customer Service & Communication Skills • Communicate clearly; • Demonstrates positive customer service attitude; • Is respectful, courteous, and professional and remains composed even in challenging situations; • Actively listens and tries to understand needs and perspectives of others; • Effective written and verbal skills; • Demonstrate positive customer service attitude; • Represents the organisation positively and professionally when dealing with members of the public and other stakeholders. Team Working · Interpersonal skills and ability to communicate effectively with a wide range of stakeholders · Develop and maintain good working relationships with teams · Demonstrate dignity and respect for colleagues · Understand own role and personal contribution within a team Delivering Results · Take responsibility for delivering quality work in a timely manner · Assess and prioritise workloads · Ensure accuracy and high standards in work delivered · Flexibility in approach to work · Adapt quickly to change and new ways of doing things · Use initiative and self-motivate when required Personal Effectiveness · Clear knowledge and understanding about the local authority, its services and role of the Councillors. · Commitment to self-development and improving skills and knowledge base. · Be open to taking on new challenges or responsibilities. · Brings enthusiasm and commitment to their role. · Be positively motivated to deliver a quality service. PRINCIPAL CONDITIONS OF SERVICE Type of Post Future relevant permanent and temporary posts will be filled from the panel(s) formed. The post(s) will be whole-time, permanent/temporary and pensionable. Remuneration The annual salary (Circular Letter EL 03/2025) is as follows: €30,811 - €47,945 per year IMPORTANT NOTE: Candidates should note that the starting salary is not subject to negotiation . Entry into the pay scale above the minimum point will only apply to existing public servants in the context of the relevant Government Pay Circulars. Candidates who are not covered by such Circulars will enter the pay scale at the minimum point i.e. €30,811 The rate of remuneration may be adjusted from time to time in line with Government pay policy. The holder of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to and received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. Probation: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 12 months but, the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Hours of Duty The person appointed will be required to work a 35 hour week. The successful candidate will be required to log their hours of work in accordance with the requirements of the Organisation of Working Time Act, 1997 and will be required to co-operate with the use of technologies to record such hours. Annual Leave: The annual leave entitlement will be 27 days per annum, rising to 29 days per annum after 5 years’ service. Residence: Holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Outside Employment: The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties.
Senior Executive Librarian
QUALIFICATIONS – POST OF SENIOR EXECUTIVE LIBRARIAN Character Each candidate shall 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 Each candidate must, on the latest date for receipt of completed application forms: ➢ Hold a degree (level 8 on the National Framework of Qualifications) in the area of Library and Information Studies ➢ Have satisfactory experience of library work including satisfactory experience at a management level Candidates must also: • Have the knowledge and ability to discharge the duties of the post concerned; • Be suitable in all otherrelevant respectsfor appointment to the post concerned; 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 Driving Licence: The holder of the post MUST hold a full driving licence for Class B vehicles free from endorsement/disqualification. When required to do so, holders of 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. If you are required to travel as part of your official duties, Carlow County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistenceexpenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Carlow County Council’s Travel and Subsistence Policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. NOTE: A copy of relevant examination results should be included with your application in order to determine your eligibility for this post. The Role of the Senior Executive Librarian The post of Senior Executive Librarian is a professional post requiring a degree and postgraduate qualification in librarianship or degree in librarianship. The Senior Executive Librarian is a senior management post within Carlow Library Service and the job profile is likely to evolve as the service changes and develops to meet the changing needs of the public. The Senior Executive Librarian works closely with staff at all grade levels and reports directly to the County Librarian. The post requires a high level of professional library and management skills, which include strategic and operational roles. The ideal candidate will be a highly motivated person, with drive and commitment to delivering quality public services and continual professional development who can demonstrate clear knowledge and understanding of: • Local authority services, its key stakeholders and relationships • Local government structures and its democratic role and mandate • National and international public library policy and strategy The ideal candidate will also: • Have experience and skills in leadership and management ability • Have experience in change management and project management skills • Have knowledge of current issues and the future direction of libraries and Local • Government • Be committed to the public interest • Have excellent IT skills including knowledge and understanding of relevant technical ICT packages, Library Management System (LMS) and an awareness of AI and other emerging technologies • Have a commitment to modern and innovative library service delivery • Are able to work within, and where necessary lead multi-disciplined teams and have the ability to motivate, empower and encourage staff under his/her control to achieve maximum performance • Have excellent experience in community and stakeholder engagement and be capable of working in partnership with other Carlow County Council Sections and with outside agencies • Have relevant administrative experience at a sufficiently high level • Have a strong understanding of the professional role of the librarian and of 21st century library services • Have a satisfactory knowledge of public service organisation in Ireland • Understand the changing environment in which Carlow County Council operates and be capable of adapting to change in order to deliver quality services to our citizens • Have the experience of planning strategically to manage and implement initiatives to enhance library services, infrastructure and collections • Are motivated to achieve maximum performance by supporting the current Performance Management and Development System (PMDS) • Have strong interpersonal, communications, networking and advocacy skills • Have the ability to manage financial resources within a budgetary control framework • Have an ability to lead in the provision of excellent customer service • Have a good understanding of the role of digital technologies in the delivery of public library services and have experience of engaging with and leveraging emerging technologies in library services and operations • Have good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace • Have the ability to deputise at a senior level. The Post The post is permanent wholetime and pensionable. The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority or in any occupation which might conflict with the interests of the local authority or which might be inconsistent with the discharge of his/her duties as a local authority employee. Health For the purposes of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Location of post Carlow County Council reserves the right to assign the post holder to any council premises, now or in the future subject to reasonable notice. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Working Hours The working hours at present provide for a five day, thirty-five hour working week. The post entails a wide range of duties which require maximum flexibility, involving regular evening and weekend attendance where necessary. The person appointed may be required to work outside of normal hours on occasion. All hours of work will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply: (a) there shall be a period after such appointment takes effect during which such persons shall hold such position on probation, (b) such period shall be twelve months, but the Chief Executive may at his or her discretion extend such period, (c) such persons shall cease to hold such position 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, (d) the period at (a) above may be terminated on giving one week’s notice as per the Minimum Notice and Terms of Employment Acts, (e) there will be assessments during the probationary period. Residence The holder of the office shall reside in the district in which his/her duties are to be performed or within a reasonable distance, thereof. Remuneration The salary shall be fully inclusive and shall be as determined from time to time. The holder of the office shall pay to the local authority any fees or other monies (other than his/her inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform. The salary scale for the post of Senior Executive Librarian (Circular Letter EL 03/2025) is: €59,417, €60,871, €62,568, €64,271, €65,974, €67,495, €69,054, €70,563, €72,069, €74,649 (LSI1) and €77,243 (LSI2) gross per annum. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Planning and Local Government. In accordance with Departmental Circular Letter EL.02/2020, a person who is not a serving local authority employee on or after 1st January 2011 will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. References Applicants are required to advise the names of two responsible persons to whom they are well known but not related (at least one of the referees should be an existing or former employer). In advance of any offer of employment, Louth County Council reserves the right to seek both written and verbal references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The Council reserves the right to determine the merit, appropriateness and relevance of such references and referees. Vetting Garda vetting is required for certain roles within Carlow County Council. Failure to complete a Garda vetting form on request may prevent your employment with Carlow County Council. In the event of an unsatisfactory Garda declaration being received Carlow County Council reserves the right not to commence employment. In the event of an existing employee changing role as a result of promotion or otherwise to a role that requires Garda Vetting and an unsatisfactory disclosure being returned, Carlow County Council reserves the right to withhold promotion, and also to investigate if further sanction/disciplinary action is warranted on foot of disclosure on a case by case basis. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended). Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Training: It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post and to attend all mandatory training. Health & Safety: The holder of the post shall co-operate with the terms of Carlow County Council’s Safety Statement and Major Emergency Plan. It is a condition of employment that the successful candidate will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. He/She shall familiarise him/herself with the safety rules and procedures and make proper use of all safety, clothing and equipment. Failure to comply with the terms of the Safety Statement may result in a disciplinary action. Use of Modern Technology The successful candidate will be required to use all equipment provided, including computers, handheld terminals, mobile telephone, electronic equipment, video or other monitoring equipment and any other new technology which may be introduced in the future. Travel When required to do so, holders of the post must hold a full driving licence for class B vehicles and 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. If you are required to travel as part of your official duties, Carlow County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Carlow County Council’s Travel and Subsistence Policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. Superannuation & Retirement If you are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998 and are liable to pay Class A PRSI contributions, you would be required in respect of superannuation to make contributions at the rate of 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) plus 1.5% of full pensionable remuneration. You are required in respect of spouses’ and children’s pension benefit to contribute at the rate of 1.5% of full pensionable remuneration in accordance with the terms of schemes made under the Local Government (Superannuation) (Consolidation) Scheme 1998. Maximum retirement age is 70. If the Public Service Superannuation (Miscellaneous Provisions) Act 2004 applies to your employment, 65 is the minimum age at which your pension may be paid. As a new entrant to the public service, under the terms of this legislation you will not be required to retire on grounds of age. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. You may also be required to pay Spouses and Children/ Widows and Orphans contributions at the rate of 1.5% of gross pay. Maximum retirement age is 70. Persons who become pensionable staff of a local authority for the first time on or after 01 January 2013 are assigned to the Single Public Service Pension Scheme with effect from the date of appointment. The scheme is contributory and provides pension, retirement gratuity, death gratuity and survivors benefits. If you are pensionable under the Public Service Pensions (Single Scheme and other provisions) Act 2012, you are liable to pay the Class A rate of PRSI contribution. You are required to pay contributions as follows: 3% of gross remuneration and 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). The minimum age at which you may retire is allied with the State Contributory Pension age currently 66. The maximum retirement age is 70. To qualify for a pension the successful candidate must have served a minimum of two years employment in a local authority. You are reminded that under this agreement the Council may refer you to a medical advisor at any time to determine fitness for carrying out the duties to which you have been assigned. Further information is available from the Human Resources Department.
