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Please download the Risk Manager Job Specification for full details of the post. Risk Manager- Grade VI Grade Code 0574 Location of the Post Our Lady's Hospital Navan - HSE Dublin North and East Region There is currently one permanent and whole-time vacancy available in Our Lady’s Hospital Navan, Co Meath . A panel may be formed as a result of this campaign for Grade VI Risk Manager from which current and future, permanent and specified purpose vacancies of full or part-time duration may be filled. Purpose of the Post The Risk Manager is responsible for the management of clinical risk including the identification of and avoidance of risk. The post holder will ensure robust systems are in place to ensure effective management of clinical incidents through the instatement of a clinical incident investigative process for OLHN. The Risk Manager will use recognised investigative tools and take a proactive approach in risk identification and risk reduction; facilitating change in practice when issues / failures are identified.
Library Staff Officer
DESCRIPTION OF THE POST The Library Staff Officer 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. The Library Staff Officer will work as part of a multidisciplinary team within the Council, assisting with the implementation of work programmes to achieve goals, targets and standards set out in Departmental and Team development plans. The Library Staff Officer will be expected to use initiative and work to a high standard and will be required to operate the Council’s existing and future IT systems as part of their work. The Library Staff Officer role requires excellent customer service, administrative, employee supervisory, interpersonal, communication and other library related skills and expertise. The successful candidate will be expected to carry out their duties in a manner that enhances public trust and confidence and ensures impartial decision making. ESSENTIAL REQUIREMENTS FOR THE POST 1. CHARACTER: Candidates shall be of good character and references shall be sought. 2. HEALTH: Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render an efficient service. 3. EDUCATION, TRAINING AND EXPERIENCE ETC.: Each candidate must, on the latest date for receipt of completed Application forms: (i) (a) have obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects (or four if Irish is included) from the approved list of subjects in the department of education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) have obtained at least Grade C (or Honours) in Higher Level (or Honours) Papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business or Economics), or (ii) have obtained a comparable standard in an equivalent examination, or (iii) hold a third level qualification of at least degree standard, and (iv) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff OR (i) be a serving employee of Wexford County Council and have not less than two years satisfactory experience in that post or in a post at a level not lower than that of Clerical Officer or analogous post, and (ii) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. Desirable Requirements: It is desirable that each candidate shall: • have at least 2 years satisfactory Library experience: • hold a full clean driving licence and have access to a car at all times for use in their work. 4. GARDA VETTING The successful candidate will be required to co-operate with a Garda vetting procedure and must have Garda clearance. 5. 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. THE PERSON The person appointed will be able to clearly demonstrate the key competencies as set out in this Booklet. In addition, the successful candidate will possess the following: • A clear understanding of local government and library services in order to achieve effective service delivery; • Knowledge of current local government and library issues & key policies guiding the local government and library sectors; • A clear understanding of the role of Library Staff Officer; • Ability to supervise and motivate a team effectively and maintain productive working relationships within the organisation and with customers; • Ability to encourage staff under their control to achieve maximum performance by supporting the current Performance Management and Development System (PMDS) • Experience of planning / prioritising to meet targets and delegating work appropriately; • Experience of managing resources and budgets in particular monitoring, assessing, evaluating and adhering to them; • Experience of problem solving/decision making; • Experience of ability to retrieve and evaluate information effectively in the decision making process; • Experience at a sufficiently high level; • Openness and a willingness to adopt new ways of working and involve others in change; Knowledge and experience of report writing and analysis skills; • Be capable to working under pressure to tight deadlines in the delivery of key operational objectives. • Be self-motivated with ability to work on own initiative; • Have strong interpersonal and communications skills and be capable of representing the Council in a professional and credible manner with stakeholders; • Have an awareness of the implications in the workplace of the relevant legislation and regulations in the area of Health and Safety and the implications for the organisation and the employee. DUTIES OF THE POST The duties of the post shall be to give to the local authority under the direction and supervision of its appropriate employee, such services of an executive, supervisory and advisory nature as are required for the exercise and performance of any of its powers and duties; these shall include the duty of deputising for other employees of the local authority, when required, and such duties as may be required in relation to the area of any other local authority, and may include the following: • Acting as a section, functional area or library shift manager while ensuring the delivery of an excellent and responsive public service. • Supervising a library team, including assigning tasks and duties, motivating and leading staff and identifying professional development requirements. • Supporting the library management team in the implementation of work programmes and initiatives to deliver national and local library strategy to include literacy, reader development, employment and health and well-being supports. • Developing and supporting community and cultural engagement through programming and outreach. • Pro-actively identifying opportunities for improvements in service delivery within their section or team. • Driving and implementing change management initiatives within their functional area in the library service. • Communicating effectively with colleagues, managers and customers in relation to matters critical to their area of responsibility. Communication can be through the preparation of reports for different audiences, giving presentations to groups and communicating viacorporate social media accounts. • Ensuring full compliance with all organisational policies and procedures including grievance and disciplinary, performance management and attendance management. • Representing and advocating for library services on multidisciplinary committees or at meetings and giving progress reports as required. • Managing resources including budget and cash management within their area of responsibility. • Ensuring that their area of responsibility is in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work. • Operating a variety of library specific and non-specific IT systems including, but not limited to, the Library Management System, the Financial Management System, wages system, Digital Asset Management System, Self Service systems, booking software, MS Office applications, e-newsletter software etc. • Such other duties as may be assigned from time to time. CONDITIONS OF SERVICE 1. Tenure: The post is whole-time, permanent and pensionable. Persons who become pensionable employees of a Local Authority who are liable to pay theClass A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). All persons who become pensionable employees of a Local Authority will be required in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme to contribute to the Local Authority at the rate of 1.5% of their 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 qualifie children) in accordance with the terms of the Scheme. For new entrants under the Single Public Service Pension Scheme effective from 01/01/2013, superannuation contributions are 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2. Probation: Where a person who is not already a permanent employee of Wexford County Council is appointed, the following provisions shall apply:- (a) there shall be a period after such appointment takes effect during which such person shall hold such employment on probation; (b) such period shall be 6 months, however the Chief Executive may, at his discretion, extend such period; (c) such person shall cease to hold such employment at the end of the period of probation, unless during such period the Chief Executive has certified that the service of such person is satisfactory. 3. Salary: The salary 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 salary) payable to or received by them by virtue of their employment or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence. SALARY: €51,210 - €61,252 (2nd LSI) (at 1st March 2025) Entry point to this scale will be determined in accordance with Circulars issued by the Department of Environment, Community and Local Government. Appointees who are not existing public servants will enter at the minimum point of the scale. 4. Hours of Duty The successful candidate must be available to work weekend and evening work as part of normal roster. The working hours shall be within the times of 9.00 a.m. to 9.00 p.m. subject to review from time to time. Rotas may be amended periodically in response to service needs. 5. Work Base There are 5 Branch Libraries in County Wexford in Wexford Town, New Ross, Bunclody, Enniscorthy and Gorey Library, Headquarters is based in Wexford Town. A mobile library service operates countywide. The Council reserves the right to assign the successful candidate to any premises/service 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. 6. Health: For the purpose of satisfying the requirement as to health, it will be necessary for successful candidates, before being appointed, to undergo at their expense, a medical examination by a qualified medical practitioner to be nominated by the local authority. Defects reported as a result of this examination must be remedied before appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate. 7. Retirement / Superannuation: Single Public Service Pension Scheme: 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. All new entrants to pensionable public service employment on or after 1 January 2013 are, in general, members of the Single Scheme. Pension Age: Minimum pension age of 66 years (rising to 67 and 68 in line with State Pension age changes). Scheme Members must retire at the age of 70 years. New entrants to the public service appointed on or after 1st April, 2004. Retirement Age will be determined by the terms of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The Act introduces new retirement provisions for new entrants to the public service appointed on or after 1st April, 2004. For new entrants there is no compulsory retirement age and 65 is the earliest age at which retirement benefits can be paid. In all other cases, 60 years is the minimum retirement age, with 65 years being the maximum retirement age. 8. Residence: The holder of the post shall reside in the district in which his or her duties are to be performed, or within a reasonable distance thereof.
Craft Gardener
The Competition The purpose of this recruitment campaign is to form a panel for Kildare County Council from which permanent and contract posts may be filled for a Craft Gardner as vacancies arise. The Role Kildare County is seeking to establish a panel of Craft Gardener to fill permanent and contract posts within the Parks Section of the Sustainable Transport, Mobility andOpen Spaces Department that arise during the life of the panel. The successful candidate will be appointed within Parks Section of the Sustainable Transport, Mobility and Open Spaces Department and will have to work at various locations across the county. The Parks & Open Spaces section is responsible in the design & management of parks, open spaces and playgrounds in Kildare and is also involved in landscaping, amenities and public realm. Duties and Responsibilities The Craft Gardener shall, under the direction of the Senior Parks & Landscape Officer or other delegated person discharge all duties related to their work including those set out hereunder: - The following list, which is not exhaustive, sets out the broad range of duties that may be required to be undertaken by the Craft Gardener. Variances in the requirements of individual posts will reflect the management and operational requirements of individual sites and areas of work. DUTIES: The duties of the office are to give the local authority and a) such other local authorities or bodies, for which the Chief Executive, is Chief Executive, and b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, under the direction and supervision of the appropriate professional officer, such planning services of an advisory, administrative, supervisory or executive nature as may be required by any Local Authority or body hereinbeforementioned in the exercise and performance of any of its powers, functions and duties including the duty of assisting the Director of Services or other authorised officer, as appropriate, in the supervision of the planning and cognate services of any of the foregoing local authorities or bodies and, when required to do so, to perform the duty of acting for the appropriate professional officer of higher rank during the absence of such officer of higher rank. c) The person selected for the post will be required to undertake under the direction of the Supervising Gardener or other authorised person; d) The propagation and cultivation of plants; e) The lay-out, care, upkeep and maintenance of pleasure recreation and other grounds in the parks, gardens and open space to which he/she may, from time to time, be assigned. f) He/she may also be required to supervise persons who may be detailed to assist him/her and to make and keep attendance and work records and returns as well as any other appropriate duties that may be assigned to him/her. g) He/she may also be required to deputise for the Supervising Gardener during his/her absence. The person selected must work, if required on Saturdays, Sundays and Public Holidays at which payment at the appropriate rates will be made. h) Ensuring that all works being carried out comply with the relevant Safety, Health and Welfare at Work Acts and Regulations, including the completion of Risk Assessment and Accident / Incident forms. i) Supervision of contractors. j) To use, as required, Information Technology equipment including digital cameras, personal computers, and handheld technologies. k) To deal with members of the public in a courteous, prompt and efficient manner and to keep the Senior Parks & Landscape Officer/ their nominee informed of such dealings. l) To carry out any other instructions which may be given by the Senior Parks & Landscape Officer or their nominees from time to time. Qualifications Character: Each candidate must be of good character. Health: Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Education, Training and Experience etc.: Each candidate must, on the latest date for receipt of completed application forms: a) Have satisfactorily completed the National Diploma in Horticulture at the National Botanical Gardens, Horticulture College or a level seven (National Framework of Qualifications) degree in Horticulture from an Institute of Technology or an equivalent qualification. b) A knowledge of the cultivation of plants, both outdoor and under glass, as well as a good knowledge of decorative gardening; c) Have a thorough knowledge of landscape / amenity horticulture. d) Experience in the use and care of tools, machines and appliances used in the maintenance of parks and gardens; e) Be capable of keeping a written record; f) Be prepared to use information technology and be able to demonstrate this. g) Have a reasonable knowledge and awareness of Health and Safety Legislation and Regulations. h) Hold a full Class B Driving Licence free from endorsements and be a competent driver. Knowledge, Experience and Skills Knowledge and understanding of the structure and functions of local government including service requirements. Knowledge of current local government issues. Understanding of the role of an Craft Gardner Understanding key challenges facing the local government sector and Kildare County Council. Knowledge and experience of operating ICT systems Particulars of Employment The Post The post is wholetime (i.e., 39 hours per week) and appointment may be permanent or temporary. Location Successful candidates will work at various locations across the county. Kildare County Council reserves the right to assign you 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. Commencement Kildare 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 failto take up the appointment within such period, or such other longer period as the Council in its absolute discretion may determine, Kildare County Council shall not appoint them. Working Hours Normal hours of work will be from 8.00 a.m. to 4.30 p.m., Monday to Thursday and 8.00 a.m. to 3.30 p.m. on a Friday. A Local Productivity Agreement applies from 3.30 p.m. to 4.30 p.m. on a Friday. The Council reserves the right to alter your hours of work from time to time. You may be required to work overtime on various occasions for which payment will be made at the appropriate nationally agreed rates. You will be expected to co-operate with on call arrangements where required. 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. Kildare County Council requires employees to record their hours using a Clocking system. Reporting Arrangements The Craft Gardener reports directly to the appropriate supervisor in the Section or to any other employee of Kildare 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. Probationary Period of Employment Where a person is permanently appointed to Kildare County Council, the following provisions shall apply – a) there shall be a period after appointment takes effect, during which such a person shall hold the position on probation; b) such period shall be twelve months, but the Chief Executive may, at their discretion, extend such period; c) such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; d) the period at (a) above may be terminated on giving one weeks’ notice as per the Minimum Notice and Terms of Employment Acts; e) there will be assessments during the probationary period. Remuneration The present weekly scale is:- €788.63 - €810.89 - €864.38 - €869.92 - €875.36 - €880.67 - €886.36- €891.85 - €897.34 - €902.84 - €908.30 On appointment successful candidates will be placed on the first 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 PayPath 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. 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. Annual Leave Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act 1997 and the nationally agreed annual leave scheme for the sector. The annual leave year runs from 1st January to 31st December. The current leave entitlement for this post is 25 days including Good Friday. Residence The person holding the office must reside in, or at an address convenient to the Local Authority, as approved by the Chief Executive. Outside Employment The position is whole-time, and the officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. Code Of Conduct/Organisation Policies Employees are required to adhere to all current and future Kildare 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. 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. Health and Safety Regulations Kildare 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 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 cooperate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk.
Clerical Officer
THE JOB The Clerical Officer is a key support position within the Council, providing a comprehensive general administrative and clerical support to a section or department. The Clerical Officer works as part of a team to meet work goals and objectives and to deliver quality services to internal and external customers. The duties of a Clerical Officer are varied and can involve assignment to different parts of the organisation or different areas of work. The work of the Clerical Officer requires that employees in the role function in a flexible manner and work effectively together as a team to deliver required outcomes or outputs. The Clerical Officer is expected to carry out their duties in a manner that enhances public trust and confidence. THE IDEAL CANDIDATE SHALL • have an understanding of the City Council’s purpose and knowledge of public service organisation in Ireland; • have previous relevant work experience, preferably in a customer focused environment; • be able to work with colleagues and the public effectively to achieve a common goal, ensuring standards are adhered to and maintained; • have good interpersonal and communications skills with the ability to communicate in a clear, concise manner; • have the ability to take direction/ follow instruction and be flexible in their approach to work by organising and prioritising work effectively; • have an appropriate level of administrative experience and IT skills; • have an ability to work on own initiative, in an independent environment and without constant supervision; • have an awareness of Health & Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. QUALIFICATIONS CHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed application forms:- (a) have obtained at least 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 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 or Ordinary Level, from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate 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. DUTIES The duties of the post include, but are not limited to, the following: - The duties of the Clerical Officer shall be such clerical/administrative duties as may be assigned from time to time by Dublin City Council. They shall include deputising, when required, for other employees of the Council and such duties as may be assigned in relation to the area of any other Local Authority, including:- • participating and supporting the work of the assigned section or department to ensure that work programs are delivered in accordance to the operational plans; • communicating and liaising with team members, supervisors, members of the public and others in relation to operational matters in their section or area of work; • preparing reports, correspondence and other documents as necessary; • providing a comprehensive administrative and clerical service as required; • ensuring high levels of customer service, responding to queries and requests for information in a professional, courteous and timely manner; • supporting and participating in all change management initiatives within their area of work or the wider organisation; • supporting and assisting team members as required; • participating in corporate activities and responsibilities appropriate to the grade; • complying with Health and Safety legislative requirements, policies and procedures and safe systems of work; • deputising for the line manager or equivalent as required; • such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive 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 referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them 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 holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Clerical Officer will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and / or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment questions. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies; • Customer Focus • Planning and Organising Work • Team Work • Communicating Effectively • Personal Effectiveness SALARY The salary scale for the position of Clerical Officer is; €30,811; €32,543; €32,972; €33,836; €35,101; €36,367; €37,634; €38,553; €39,596; €40,803; €41,661; €42,860; €44,065; (Maximum); €46,334 (1st LSI) (after 3 years satisfactory service on the Maximum); €47,945 (2nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service 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. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City. Council. CITIZENSHIP Candidates must, by the date of application 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. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and we hereby reserve the sole discretion to vary the above requirements from time to time subject to the business needs and staffing requirements ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • 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 Dublin City 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 the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any employee of the City Council or person nominated by the City Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection / interview process e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their Email Account as email notifications of updates may sometimes be filtered into your Junk/Spam email folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
Basketball Development Officer
The Basketball Development Officer – Grade IV is a key post within the Sports Section of Cork City Council. The section sits within the Directorate of Corporate and Community Affairs. The successful candidate will be committed to providing participation opportunities for all sections of the community in various basketball activities across Cork City and County. Working with organisations including local authorities, schools and governing bodies, the primary goal is to ensure that suitable programmes and training services are in place at local and national levels. Working from Cork City Council’s Corporate Plan this role will also involve using Basketball to promote social inclusion in sport in Cork City specifically among young people while providing participation opportunities for groups and areas which may not have access to sports activities currently. The role is expected to use initiative, work to a high standard, and have excellent interpersonal and communication skills. Your responsibilities may include: Salary The salary scale for the post is: €35,260 - €37,366 - €40,355 - €42,318 - €44,035 - €45,696 - €47,938 - €49,560 - €51,210 (Max) – €52,768 (LSI 1) - €54,367 (LSI 2) In accordance with Departmental Circular Letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale at the minimum point. Hours of Duty The standard working week will be 35 hours per week. The role may, on occasion, include evening and weekend work. Holders of the post may be called for duty at any time in accordance with arrangements made by local authorities. The Council reserves the right to alter hours of work from time to time. Garda Vetting This post will come within the scope of the Local Authorities Garda Vetting Scheme. Please consult our Candidate Information Booklet where further information on Garda Vetting can be found
Traffic/Litter Warden
THE COMPETITION Clare County Council is currently inviting applications from suitably qualified persons for the above competition. Clare County Council will, following the interview process, form a panel for the post of Traffic/ Litter Warden from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. Positions will be offered in order of merit as per the panel. This panel will exist for 12 months and may be extended for a further period of 6-12 months at the discretion of the Chief Executive. JOB DESCRIPTION A Traffic/Litter Warden is a member of a multi-disciplinary team of front-line services based in the Municipal Districts which deliver a wide variety of key local authority services in the heart of com/unities -services include transportation and traffic management, delivery of social housing and other key infrastructure, environmental works, recreation and amenity facilities and general community development. Local Authorities also play a major role in supporting economic development and enterprise promotion at local level. The Traffic/Litter Warden has specific responsibility for the enforcement of a variety of legislation including Road Traffic, Litter Pollution and Casual Trading acts and regulations. The ideal candidate will be a highly motivated adaptable and flexible person capable of acting on their own initiative, with a strong sense of commitment to delivering quality public services. Candidates will also be expected to demonstrate clear knowledge and understanding of • Local authority services, its key stakeholders, and relationships; • Local government structures and the role of Elected Members; • Key legislation relating to road traffic and litter legislation; • Health, Safety and Welfare in the workplace; • Importance of fostering and maintaining wide ranging productive working relationships both internally and externally to the organisation; • Good Public Service values. DUTIES The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require. The duties will include but will not be limited to the following: TRAFFIC • Carrying out the functions specified in sub-section (2) of Section (2) of the Local Authorities (Traffic Wardens) Act, 1975. • To work within the guidelines as laid out in 'Procedures and Guidelines for Traffic Wardens, June 2003' or as otherwise directed. • To patrol the assigned location / town within County Clare in the course of your duties as assigned by the Director of Services or delegated person. • To issue “on-the spot fine” tickets for infringement of the current Clare County Council Parking ByeLaws for the various locations within County Clare and non-display of a current Tax or Registration Discon parked or stopped vehicles. The post holder will need to be familiar with the various Parking Byelaws currently operating in the County. • To carry out such duties as may be assigned to them by the Director of Services in relation to the enforcement of the Litter Pollution Act 1997, which makes it an offence to throw down, place or leave litter in or on any public place. • To police casual trading throughout County Clare in accordance with the relevant Casual Trading Bye Laws for each location. • To keep accurate records of offences as required for the purposes of Court proceedings, to attend Court and to give evidence as required. • To liaise closely with Administrative Staff in the preparation of evidence. • To write clear and concise reports when required to do so. • To issue notices in relation to vehicles for sale that are parked contrary to the current Roads Act. • To remove and transmit money containers from all Parking Meters to Council Offices as required by the Council. • To count the money from said money containers when required. • To carry out such other appropriate duties relative to the post of Traffic Warden as may from time to time be assigned to them by the Director of Services. • To notify your immediate supervisor of any defects in parking signs, traffic markings and any abandoned vehicles encountered while on duty. ENFORCEMENT: a) Enforcement of Roads Act 1993 with regard to the following: • Abandonment of vehicles on public roads • Unlawful placing or retaining an unauthorised vehicle, sign, caravan etc. on a public road. • Unlawful placing of temporary dwellings on a public road. b) Stationary Traffic Offences – as per traffic warden duties, i.e., illegally parked vehicles. c) Obstructions to Traffic Duties e.g., obstructions on roads such as skips, signs, hoardings etc. d) Maintenance of Pay & Display machines including collection of money and replacement of consumables LITTER: • To carry out the functions conferred upon you pursuant to the provisions of the Litter Pollution Act 1997 as amended and other environmental legislation. You will be required to be conversant with such functions and with the relevant sections of the Litter Pollution Act 1997 as amended and the Regulations made thereunder. • To visit premises and properties if necessary and to consult with the proprietors concerning the collection and disposal of their refuse. • To carry out such other appropriate duties relative to the post of Litter Warden as may be assigned to them by the Director of Services or delegated person. • To perform all duties required in a courteous and efficient manner. • To issue on the spot fines. • To identify and report litter black spots to the Council. • To participate in Environmental Programmes by visiting schools and voluntary organisations, e.g. Tidy Towns Committee. • To advise the Council on the adequacy of litter bins ENFORCEMENT: a) Litter Enforcement – under the Litter Pollution Act 1997, as amended. b) Monitoring of Public Amenities i.e., monitoring of parks and beaches with regard to illegal parking, use of vehicles, littering and other provisions regarding same under the Local Government Act 1994 as amended. MONITORING: a) Reporting breaches of Technical Regulations to Clare County Council, including: • Waste Disposal – reporting of suspected breaches of the current Waste Management Act to the local authority • Planning Regulations – reporting breaches of the Planning Regulations to the local authority • Water Pollution – reporting suspected pollution of water to the local authority • Air Pollution – recording and reporting to the local authority instances of air pollution • Noise Pollution – recording and reporting to the local authority instances of noise pollution • Litter Management – recording and reporting to the local authority instances of litter pollution MISCELLANEOUS: (a) The person appointed will be required to carry out such duties as assigned to them from time to time. (b) The person appointed will be required to liaise with An Garda Síochána at local level, Area Engineers, Area Overseer, and Community Warden, Director of Service or other appropriate employees of Clare County Council. (c) To write clear and concise reports when required to do so. ESSENTIAL CRITERIA 1. Character Each candidate must 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, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: a. Have a reasonable standard of education sufficient to enable them to perform the job efficiently and effectively. b. Have a satisfactory knowledge of the legislation required to carry out the role of Traffic/Litter Warden. c. Possess adequate experience which would demonstrate the capacity to carry out the role and function of Traffic/Litter Warden. d. Be capable of writing clear and concise reports and keeping work records, etc. e. Hold a full clean current 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. *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. 4. Age Each candidate must be under 70 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. However, the age restriction of 70 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 5. Citizenship: Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or (e) A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting pay for new entrants to the sector will be at the minimum of the scale. The current salary scale applicable to the post is €751.26- €774.41 per week (March 2025) Working Hours: The person appointed will be required to work a 39-hour week which may include Saturdays & Sundays, times to be agreed with the Line Manager. The Council reserves the right to alter the number of hours worked each day/each week and/or the times at or the days on which the hours are to be worked. The post-holder will be given as much notice as is reasonablypracticable of any change in the schedule of hours worked.
Household Survey Interviewer 2025
Overview of the Role Title of the position: Temporary & Permanent Household Survey Interviewers (Average weekly hours 25.15). Locations: We are recruiting in the following locations: Clare, Sligo, Carlow, Cavan, Limerick, Wexford, Longford, Donegal, Laois, Leitrim, Mayo, Monaghan, Roscommon, Westmeath, Offaly, Waterford, Louth and Galway. Survey interviewing work is carried out across the whole country. However, it is the policy of the CSO to assign interviewers to suitable geographical locations based on their home address. Therefore, the offer of an appointment to a position will depend on both the candidate’s geographical location and their position on the panel. Roles and Responsibilities Preparation for interviewing/collection process This involves attending appropriate training sessions as directed by field management/CSO headquarters. Trainings may be conducted on-site or virtually. This training process involves studying any necessary documentation, learning how to use IT systems and processes as well as testing new questions/processes. A tablet computer and smartphone will be used to manage interviewer workload. Attendance at training is mandatory. Survey Interviewing/Collection Survey work requires interviewers to carry out data collection by means of electronic data capture, using a tablet or other data capturing device. Interviewers will be required to transfer data to CSO headquarters in the manner prescribed for each particular survey. Interviewers will be expected to meet minimum data collection targets and deadlines as outlined by field management. Interviewers are expected to meet high data quality standards in a timely manner. Liaison with Field Management/CSO Headquarters Interviewers are expected to be in regular contact with field management through telephone, email, virtual meetings (e.g., MS Teams) or in-person contact. Administration Interviewers will be expected to complete and submit relevant administrative documentation by specific deadlines using both electronic and paper methods. Data Protection Interviewers will ensure high levels of data governance and information security, particularly regarding access to confidential data. Other duties Any other duties, which may be assigned from time to time, as appropriate to the position of Survey Interviewer. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligible candidates must be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a Stamp 4 permission1 or a stamp 5 permission. 1 Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent. Requirements for the Position • Education requirement: intermediate certificate/junior certificate or equivalent. • Hold a current full driving licence with authorisation to drive in Ireland and have the full use of a car for the hours spent working on the survey. • Fluent English both written and spoken. • Proven experience of personal interaction with the public ideally through face to face and telephone interviewing, practical social work or related work. • Good IT software skills, e.g., Microsoft Office 365 and MS Teams. • Availability to work flexible hours. This flexibility extends to working variable hours during evenings, Saturdays and some daytime work when potential respondents are at home. • The ability to guarantee confidentiality at all times in relation to your role. • Good communication/articulation skills together with good persuasion and negotiating skills. Special Features The Interviewer position is a lone worker position. This means that the Interviewer works from their home and organises and completes their own work under the supervision of the Survey Coordinator in line with role requirements. Interviewers must be available to work flexible hours. Survey Interviewers are expected to work on average 25.15 hours per week. Depending on the survey involved, this flexibility will extend to working variable hours during evenings, Saturdays and some daytime work when potential respondents are available. Being a Household Survey Interviewer in the CSO What surveys will I work on? You could be working on a range of different surveys and may be simultaneously working on up to 3 surveys at a time – so time management and multi-tasking skills are a must. Some of the main surveys conducted by CSO Household Survey Interviewers are the Labour Force Survey (LFS), the Survey of Income and Living Conditions (SILC), and the Household Budget Survey (HBS). The CSO arealso recruiting through this campaign for interviewers to work on the Growing Up in Ireland survey – the national longitudinal study of children in Ireland which has been following the progress of c.20,000 children and their families since 2006. From time-to-time the CSO conducts other surveys, as requested, and you may be asked to work on these as well. More information on CSO Household Surveys can be found on the CSO website: https://www.cso.ie/en/surveys/householdsurveys/ What will my working hours be? You will be contracted to work 25.15 hours per week. You will have flexibility in working these hours, but there is a requirement for evening and Saturday work – you are not required to work any Sundays. We have found that the best times to interview households tend to be between 4pm and 8pm, though this may vary depending on the area you are in. Households are willing to give up their free time to participate in our surveys and it is important that you are as flexible as possible to find a time that suits them to participate. Where will I be working? Your work assignments will be based on your home location and will branch out from there. You may need to travel further from home at times and the distance of the travel will depend on whether your location is urban or rural in nature. Flexibility in relation to travel is required at times to meet the demands of individual surveys. Your area of work may change from time to time. What will I be paid? Starting rate of pay effective 1st March 2025 is €387.85 (ppc) per week. A different rate will apply where the appointee is not required to make a Personal Pension Contribution (non ppc). In addition to this, there is also the potential to earn an additional completion payment of up to 13% of grosspay depending on response rates achieved. Civil service mileage rates apply for any work-related travel in addition to other allowances which may be payable. What training will I receive? All household survey interviewers will receive comprehensive training on the role before starting work. This usually involves initial training in a specified location which will last approximately 2 weeks, with further on-site and online training sessions depending on which surveys you will be working on. Quarterly, regional in-person training sessions are also organised, as well as ad-hoc training sessions from time to time. On-going training and support will be provided by your appointed Coordinator, who will be your first line of contact with the CSO and will manage your work on a day-to-day basis. What is expected of me? Minimum expected response rates will apply to each of the surveys on which you work, and you will be expected to achieve these rates. Household survey interviewers are the CSO representatives at doorsteps across the country and must at all times carry out their work in a professional and respectful manner. You will be expected to maintain regular contact and communication with your Coordinator. Key Competencies for Survey Interviewer SURVEY INTERVIEWER COMPETENCIES Customer Service & Communication Skills • Actively listens to others and tries to understand their perspectives/requirements/needs. • Understands the steps or processes that customers must go through and can clearly explain these. • Is respectful, courteous and professional, remaining composed, even in challenging circumstances. • Can be firm when necessary and communicate with confidence and authority. • Communicates clearly and fluently when speaking and in writing. Delivery of Results • Takes responsibility for work and sees it through to the appropriate next level. • Completes work in a timely manner. • Adapts quickly to new ways of doing things. • Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes. • Demonstrates initiative and flexibility in ensuring work is delivered. • Is self-reliant and uses judgment on when to ask manager or colleagues for guidance. Information Management/Processing • Approaches and delivers all work in a thorough and organised manner. • Follows procedures and protocols, understanding their value and the rationale behind them. • Keeps high quality records that are easy for others to understand. • Is comfortable working with different types of information, e.g., written, numerical, charts, and carries out calculations such as arithmetic, percentages etc. Drive & Commitment to Public Service Values • Consistently strives to perform at a high level and deliver a quality service. • Serves the government and people of Ireland. • Is thorough and conscientious, even if work is routine. • Is enthusiastic and resilient in the face of challenging circumstances and setbacks. • Is personally honest and trustworthy. • At all times acts with integrity. • Understands own role in the team, making every effort to play their part. Selection Process The selection process may include some or all of the following elements: • Shortlisting of candidates based on the information contained in their application form; • Competitive preliminary interview; • Any other tests or exercises that may be deemed appropriate. Applicants who are successful in this competition will be placed on a panel, in an order of merit. The offer of an appointment to a position will depend on both the candidate’s geographical location and their position on the panel. Permanent Panel: The permanent panel will be maintained for no longer than 3 years. The offer of an appointment to a position will depend on both the candidate’s geographical location and their position on the panel. Temporary Panel The temporary panel will be maintained for no longer than 3years. The offer of an appointment to a position will depend on both the candidate’s geographical location and their position on the panel. Should similar vacancies, including temporary positions, arise elsewhere in the CSO candidates may be drawn from this competition. Security Clearance You will be required to complete and return a Garda eVetting form should you come under consideration for appointment. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which you resided. If you have resided/studied in countries outside of the Republic of Ireland for a period of 6 months or more, it is mandatory for you to furnish a Police Clearance Certificate from those countries stating that you have no convictions recorded against you while residing there. You will need to provide a separate Police Clearance Certificate for each country you have resided in. Clearance must be dated after the date you left the country. It is your responsibility to seek security clearances in a timely fashion as they can take some time. You cannot be appointed without this information being provided and being in order. The Importance of Confidentiality Subject to the provisions of the Freedom of Information Acts, 2014, applications will be treated in strict confidence. All enquiries, applications and all aspects of the proceedings are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in that aspect of the process. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes Code of Practice This competition is being organised in accordance with the Code of Practice titled Appointment to Positions in the Civil Service and Public Service published by the Commission for Public Service Appointments (CPSA). The CSO will consider any requests for review in accordance with the provisions of this code. A copy of the Code may be accessed at www.cpsa.ie. The CSO is an equal opportunity employer. Assignments will be made based on qualifications and the ability to carry out the responsibilities of the grade or post. Candidates’ Obligation Candidates should note that canvassing will disqualify and will result in their exclusion from the process. Candidates must not: • knowingly or recklessly provide false information • canvass any person with or without inducements • personate a candidate at any stage of the process • interfere with or compromise the process in any way. It is important to remember that this is a competitive process for a role where integrity is paramount.Sharing information on the selection process e.g., through social media or any other means, may result in you being disqualified from the competition. A third party must not personate a candidate at any stage of the process. Specific Candidate Criteria Candidates must: • Have the knowledge and ability to discharge the duties of the post concerned. • Be suitable on the grounds of character. • Be suitable on the grounds of health and physical fitness. • Be suitable in all other relevant respects for appointment to the post concerned. If successful, they will not be appointed to the post unless they: (a) Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed. (b) Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Quality Customer Service We aim to provide an excellent quality service to all our customers. If, for whatever reason, you are unhappy with any aspect of the service you receive from us, we urge you to bring this to our attention. Feedback will be provided on written request. General Data Protection Regulation (GDPR) The General Data Protection Regulation (GDPR) came into force on the 25th of May 2018, replacing the existing data protection framework under the EU Data Protection Directive. When your application form is received, we create a record in your name, which contains much of the personal information you have supplied. This personal record is used solely in processing your candidature and should you be successful certain information will be retained by the CSO’s HR division for employment purposes. Salary - PPC (Personal Pension Contribution) The weekly salary scale for this position effective from 1st March 2025 is as follow: €387.85, €407.01, €411.90, €426.06, €440.28, €454.52, €468.74, €482.96, €496.78, €510.62, €524.47, €540.65, €552.03, €573.46 (NMAX), €590.32 (LSI1), €598.05 (LSI2) Long service increments may be payable after 3 (LSI1) and 6 (LSI2) years satisfactory service at the maximum of the scale. The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Hours of Attendance Formal hours of work do not apply to these duties. Permanent Survey Interviewers will be assigned a quota of weekly work on CSO household surveys which, on average over the period of a quarter, should not exceed 25.15 hours per week. Temporary Survey Interviewers will be assigned survey duties as required on a weekly basis. Workinghours for Temporary Survey Interviewers will depend on the number of households to be surveyed. Working patterns can be flexible but Survey Interviewers should be available to take on work at least 5 days on average per week outside of the headquarters which in respect of this employment is based in the Survey Interviewer’s home. The flexibility of the working hours is such that the Survey Interviewer is expected to work when potential respondents are available, and the Survey Interviewer will be expected to minimise unproductive work hours and journeys in this regard. Sunday working is not permitted in this employment. No additional payment will be made for extra attendance over and above 25.15 hours per week as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time. Survey Interviewers will be obliged to keep a record of the hours worked as outlined in the Organisation of Working Time Act, 1997 (Organisation of Working Time (Records) (Prescribed Form and Exemptions) Regulations, 2001.
Account Administrator
Activity Management:
Store Manager
Salary: Up to £28,613 per annum DOE, 25% colleague discount, 28-days annual leave pro rata THE JOB Are you passionate about customer service? Keen to continue your career with the largest UK Health and Wellness Retailer? As our Retail Store Manager , you'll be an excellent leader, running the day-to-day management of the store and become a brand ambassador for Holland & Barrett. You'll build a high performing team by recruiting, coaching, training, motivating, and setting clear expectations. Supported by your Regional Manager, you will act as a role model for world class customer service, drive financial performance with sales targets, maintain stock accuracy, set-up store promotional plans and ensure full compliance with health and safety. To become a Health & Wellness specialist you'll embark on a training programme that includes our “Qualified to Advise” and “Healthy Expert” qualifications which are accredited by our awarding body to Level 2 and Level 3. THE PERSON To be successful, we'd like you to show us that you have: We're passionate about helping every colleague thrive across all dimensions of wellbeing, and we're committed to having a diverse and inclusive workplace. In line with our EPIC values (Expertise, Pioneering, Inclusive, Caring), we embrace and actively celebrate all our colleagues unique and varying experiences, backgrounds, identities, and cultures - I am me, we are H&B. Wellness begins with you, start your journey today. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Retail Assistant
Salary: £12.65 per hour, 25% colleague discount, 28-days annual leave pro rata THE JOB Are you passionate about customer service? Keen to build a Career with the largest UK Health and Wellness Retailer? Then look no further… Our Retail Assistants are the central point of our customer contact and paramount in our business's success, you'll act as a health and wellness ambassador whilst maintaining high store standards and delivering world class customer service. You'll complete our industry-leading retail operational training to become Qualified to Advise across our vast range of products, you can also specialise in areas of interest to you such as sport, nutrition, and beauty. Our products often fly off the shelves but sometimes they need a helping hand, we sometimes offer colleague incentives around key items to encourage promotion. THE PERSON As an entry level role, we don't require prior retail experience whilst advantageous we just ask that you have: We're passionate about helping every colleague thrive across all dimensions of wellbeing, and we're committed to having a diverse and inclusive workplace. In line with our EPIC values (Expertise, Pioneering, Inclusive, Caring), we embrace and actively celebrate all our colleagues unique and varying experiences, backgrounds, identities, and cultures - I am me, we are H&B. Wellness begins with you, start your journey today. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
