Jobs in Wicklow
Sort by: relevance | dateVTOS Coordinator
Nature of Post: Full-Time Specified Purpose (Secondment) This position is offered on a specified-purpose contract basis. While the purpose for which the post has been established is anticipated to continue for 12 months, the contract may terminate sooner if the purpose ceases, or continue beyond this period should the business need remain Reporting to: Adult Education Officer (AEO), Director of Further Education and Training (FET) The Position: The VTOS Coordinator will work closely with the AEO and have responsibility for leading and managing specific FET programmes and services within KWETB. They will be responsible for developing, communicating and implementing KWETB’s FET Services, Strategy, plans and policies in consultation with FET Senior Management. Initial Duties and Responsibilities: To participate, under the direction and advice of the Director of Further Education & Training and the AEO and in co-operation with other managers and staff, in the organisation, co-ordination and monitoring of courses, programmes and any activities which may be involved in or arise out of the appointment within the Board’s scheme, as the Chief Executive may decide. They will be responsible for developing, communicating and implementing actions to achieve KWETB’s FET Strategic targets under the National FET Strategy. Key Duties / Areas of Responsibility of Centre Manager • Plan, develop, and manage the KWETB FET provision in consultation with the AEO and other senior managers; • Maintain an ethos appropriate to adult learning; • Manage a centre team, providing strategic vision, support and direction in line with key functions of FET provision; • Support, develop and manage FET practitioners and learners; • Support innovative projects and courses across the service and ensure these are mainstreamed when appropriate; • Work with the local community and stakeholders to identify education and training needs in the area and work with the team to develop appropriate programmes and courses to respond to the need; • Manage resources, e.g. finance, materials, premises etc.; • Keep records and prepare reports and submissions in consultation with the Director of FET/AEO as appropriate; • Promote KWETB’s FET service through networking, raising awareness and publicity; • Participate in the Centre Management Team with responsibility for overseeing the management of the FET Centre; • Enhance own expertise through continuous professional development. PERSON SPECIFICATION ESSENTIAL REQUIREMENTS To qualify for appointment the successful candidate must be: • Fully qualified for appointment to a teaching post in accordance with relevant Department Circular letters. • A minimum of 5 years teaching service • Registration in accordance with section 30 of the Teaching Council Act 2001 SKILLS & EXPERIENCE • Experience / knowledge in FET, Education Management, or other equivalent education/training, experience in adult, youth or community work; • Excellent planning, organisation, communication and teamwork skills; • Excellent analytical, negotiation and decision-making skills; • Excellent report writing skills and high level of IT competency; • Proven track record of working in partnership and building positive relationships with internal and external stakeholders; • Experience of developing and implementing FET strategy, programmes and initiatives; • Successful applicant will have a full driving licence and access to a car and be willing to work flexibly outside of normal working hours as required. COMPETENCIES • Leader – Education and Training • Leader – Service/Programme Development • Leader – People and Teams • Communication • Organisational Management and Administrative Skills • Self-Awareness and Self-Management CONDITIONS OF SERVICE Terms of Appointment Remuneration: The salary scale for this post will be the revised scale from 1st June 2026 for post-primary teachers appointed on or after 1 January 2011. Point 1 of this scale is currently €47,417. An annual VTOS Co-Ordinator allowance will also apply currently (€8,918). IMPORTANT NOTICE RE: SALARY: As per Department of Education guidelines, new appointees who are entering this grade for the first time will start at the minimum point of the scale. Incremental credit may only apply, if, immediately prior to appointment, the appointee is already a serving Civil or Public Servant. Rate of remuneration may be adjusted from time to time in line with Government pay policy. Hours of work: Full time with a combination of coordination and teaching duties per week. Currently, based on student numbers teaching duties required is 15 hours per week. ELIGIBILITY TO COMPETE 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 permission[1] or a Stamp 5 permission. To qualify candidates must be eligible by the date of any job offer. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply. Department of Health and Children Circular (7/2010): The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete. Department of Environment, Community & Local Government (Circular Letter LG (P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG (P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. Thereafter, the consent of the Minister for Public Expenditure and Reform will be required prior to re-employment. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).
Recruit Prison Officer
Salary As of 1st June 2026, following salary scale applies to Recruit Prison Officers: PPC €38,413.00 €39,7189.00 €42,789.00 (NORMAL MAX) Entry will be at the minimum point of the scale. Introduction The Irish Prison Service is responsible for the provision of safe and secure custody, dignity of care and rehabilitation to people in custody for safer communities. The Irish Prison Service operates as an executive office within the Department of Justice, Home Affairs and Migration (“the Department”). It is headed by a Director General supported by a number of Directors. The Irish Prison Service is a key component in our country’s Criminal Justice System. It employs some 3,700 uniformed and civilian staff. Currently, the Irish Prison Service estate (the Estate) is made up of 13 prisons; 10 closed Prisons (Arbour Hill, Castlerea, Cloverhill, Cork, Dóchas, Limerick, Midlands, Mountjoy, Portlaoise, and Wheatfield), the Training Unit (Mountjoy) and two Open Centres (Loughan House and Shelton Abbey). Typically, the Irish Prison Service manages approximately 6,000 people in custody at any one time, both male and female, aged 18 and over. Irish Prison Service Headquarters (HQ) is located in Longford. HQ is made up of five Directorates including Care and Rehabilitation, Operations, Human Resources, Finance and Estates, and Corporate Services, Governance and ICT. Our Mission Providing safe and secure custody, dignity of care and rehabilitation to prisoners for safer communities. Our Vision A safer community through excellence in a prison service built on respect for human dignity. Our Values Teamwork - We achieve more by working together than we can as individuals working alone. Integrity - We must always have the courage to do the right thing, the decent thing, even when no one else is watching. Potential - Everyone has the potential to be a better person, and we actively seek to provide staff and those in custody with opportunities to realise and achieve this. Safety - We actively contribute to maintaining an environment in which staff and those in our custody feel emotionally and physically safe and ultimately, contribute to a safer community. Support - We actively seek to provide supports to staff and support rehabilitation of those in custody. These values foster and support the courage to make a difference in all that we do and to ensure that the Irish Prison Service is: • an open, inclusive, diverse and proud organisation which focuses on teamwork and collaboration and encourages supportive and positive relationships. • an ethical and accountable organisation where the highest standards are expected, promoted and adhered to and which is open to external scrutiny and adheres to human rights. • a competent organisation where staff are equipped with the necessary skills and competencies to reach their potential, behave appropriately and have a clear understanding of their role in the organisation. • a supportive organisation which promotes the safety and the physical and mental health of all staff, where staff are valued and recognised and there is a focus on “those that do” rather than “those that don’t”. • a rehabilitative organisation which supports positive change, improved resettlement and reintegration opportunities for prisoners through targeted action and interagency collaboration and support. • a more aware organisation where the rights and needs of the citizen, especially victims, are always supported, recognised and listened to. The Prison Environment A prison is not a usual environment for any human being. It is a complex and dynamic environment which has the potential to be stressful for both prisoners and for staff. The normalisation of the prison environment is largely dependent on effective management and on the development of appropriate relationships by our prison staff with our prisoners. Prisons operate 24 hours a day, seven days a week, 365 days a year. A list of all Prison Estates can be found in Appendix 1. Our Prisoners While each prisoner’s personal life story is unique, many of our prisoners have mental illnesses, behavioural issues and addictions. They have been subjected to sexual, domestic and social abuse, and/or have neglected their own physical health. Some prisoners have committed serious crimes. Some have come from disadvantaged and minority groups in society, and some have had little or no opportunity or encouragement to participate in education or training programmes. Our Staff In Ireland, recent years have required Prison Officers to undertake increasingly complex and diverse tasks, balancing their traditional security focussed role with a renewed emphasis on facilitating rehabilitative interventions that address offending behaviour. Prison Officers are the frontline staff who interact most with prisoners on a daily basis and as a result, have the potential to positively influence prisoners to engage in training, education, psychology and community in-reach services within the prison system. Knowledge of the legal framework which governs the management of prisoners and skills such as searching and restraint techniques are important competencies for prison staff, however, the most important aspects of operating as an effective Prison Officer is the capacity to relate to and engage with prisoners, act with professionalism, tolerance and humanity and the ability to role model positive social behaviour. Such traits stem from life experience and personal values. Role Profile Prison Officers conduct the majority of the face to face interactions with people committed to prison throughout their sentence including transportation from court; committal; safety; security; accommodation; supporting access to healthcare, psychology, in reach services, work training, education and visits by family friends and legal representatives; maintaining good order and discipline; and supporting their care, progression, desistence and rehabilitation in order that they can safely reintegrate back into their communities on completion of their sentence. Given that prisoners spend the majority of their sentence in the presence of Prison Officers, building appropriate relationships with prisoners and actively role modelling positive behaviours in general appearance, demeanour and in daily interactions with colleagues and prisoners are fundamental aspects of the role. Prison Officers must always secure and account for every prisoner in their care, whether inside the prison or when on prisoner escorts. An overview of the wide variety of accountabilities associated with the role of Prison Officer, both within a prison context and across the wider organisation are outlined below: a) Ensure the safe and secure custody of prisoners by • Accounting for and securing all prisoners, prisoner information, keys and radios in your custody at all times. • Setting clear expectations of behaviour for prisoners, utilising the Incentivised Regime Scheme to reflect the consequences of their behaviour and initiating disciplinary proceedings when the Prison Rules are breached by prisoners. • Vigilantly monitoring prison cells and infrastructure for damage, tampering, breakage, or for potential risk of injury on a daily basis and report any potential threats to security or safety to the Assistant Chief Officer (ACO) and Trades Officer immediately. • Monitoring yards, visits, gates, nets, external perimeters and overhead airspace utilising CCTV and other measures and reporting any suspect activity to the ACO. • Quickly identifying and interpreting warning signs, indicators, changes in prisoner behaviour, routines and habits, regarding potential threats to the good order and safe and secure custody of prisoners and promptly acting to resolve or prevent incidents and communicating to other staff if there are any unresolved issues. • Identifying and reporting evidence of possession or use of prohibited articles, drugs or substances within the prison. • Preventing non-compliant and violent conduct and the unlawful escape of prisoners in a manner consistent with the Prison Rules. • Maintaining familiarity with and rehearsing or implementing contingency plans in order to effectively respond to a prison emergency or critical incident. b) Contribute to the care, progression, desistence and rehabilitation of prisoners by • Actively role modelling positive behaviours in your general appearance, demeanour, in your daily interactions with colleagues and prisoners and by ensuring that decisions relating to prisoner requests are responded to quickly and the prisoner understands the justification for the decision. • Monitoring and recording indicators regarding the physical and mental health of prisoners in accordance with policies and Standard Operating Procedures (SOPs) and when concerns are identified alert the appropriate healthcare staff. • Engaging and communicating effectively with line managers, Integrated Sentence Managers (ISMs), healthcare staff, psychologists, Work Training staff, teachers, in reach services, etc., regarding prisoners in your care. • Supporting and promoting, in-reach prison community initiatives such as the Red Cross, Samaritans Listener programme, Men’s Shed, Gaisce, Toastmasters, Park run, etc. • Cultivating appropriate relationships (right relationships rather than good relationships) with prisoners by setting out and maintaining clear security and personal boundaries and managing tensions between security, care and rehabilitative objectives. • Providing evidence to investigation teams, inspection and monitoring bodies, courts, etc. when requested. • Respecting, protecting and explaining to prisoners their statutory entitlements and human rights. • Implementing safe work practices in accordance with the safety statement, ensuring that the standard of cleanliness and hygiene control in your work area is maintained at a high level in accordance with Irish Prison Service policy and identifying, reporting and recording health and safety hazards and work-related injuries and take any necessary action to eliminate, isolate or minimise hazards. • Maintaining familiarity and complying with relevant legislation, policies, SOPs and orders. • Monitoring your own mental health and the mental health of your colleagues, particularly in times of stress and following involvement in or observation of critical incidents and recognising when support is required. c) Be prepared to conduct a broad range of additional tasks including: • Operating Irish Prison Service vehicles • Escorting prisoners to courts, hospitals, funerals, etc. • Screening and searching prisoners, their property, visitors into prison, cells, vehicles, visiting areas and other locations • Supervising visits to prisoners by families, friends and legal representatives • Safely escorting psychologists, maintenance teams, probations service staff, in-reach service staff in the performance of their roles • Monitoring prisoner written correspondence • Assisting in the committal of prisoners and the management of prisoner property • Verifying the identity and confirming the authorisation of prisoners and visitors to enter and exit the prison and recording these movements • Supporting education and work training activities • Implementing Irish Prison Service drug testing procedures • Night duty • Operating the prison control room • Any other tasks as directed by the Prison Governor or a line manager. About the Recruit Prison Officer Job The Recruit Prison Officer (RPO) is the entry level to the Service and it is proposed to set up a panel from which vacancies arising in the Irish Prison Service may be filled. Vacancies will be filled at Recruit Prison Officer level initially. Following the successful completion of 3 years’ service including probation and a Higher Certificate in Custodial Care, the Recruit Prison Officer will be appointed as an established Prison Officer. Prisons operate 24 hours a day, seven days a week. As a result, Recruit Prison Officers will be required to work a basic 2,035 hours per year based on an average roster of 39 hours a week and will be required to work shifts including night duties, every second weekend, some public holidays and over festive seasons. Recruit Prison Officers will also be required to work Additional Hours (AH) over and above basic rostered hours up to 360 hours per annum. Working as a Recruit Prison Officer can be complex and difficult, but it can be varied, challenging and highly rewarding. We are looking for individuals who have the capacity to relate to and engage with prisoners, act with professionalism, tolerance and humanity and the ability to role model positive social behaviour. They must also have the ability to think on their feet in dealing with situations which require security and control. Information in relation to the competencies required of a Recruit Prison Officer is set out at Appendix 2. These include: • Adaptability • Information Handling and Communication • Supporting Others • Conscientiousness • Directing Others • Resilience Age Be at least 18 years of age i.e., must have been born on or before the 8th October 2008. Nationality You must, by the closing date for application to this competition 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 visa; or a stamp 5 visa Education You must have obtained the following, by the closing date for application to this competition: i. have obtained in the Established Leaving Certificate a minimum of grade D3 (O6 post 2017) at Ordinary level, or C3 (F5 from 2017) at Foundation Level, in at least 5 subjects*; or ii. (ii) hold a minimum of a Level 5 Major award** (120 credits) on the National Framework of Qualifications (NFQ); or iii. (iii) hold a recognised qualification (at Level 5 or greater), deemed comparable to the above in terms of both level and volume of learning as determined by Quality and Qualifications Ireland (QQI) In certain cases, a Pass in the Leaving Certificate Applied may be deemed equivalent to a Leaving Certificate. *A Pass or above in the Links Modules subject may be counted as one subject. ** A QQI Level 5 or 6 major award will have 120 Credits (Please note any certificate which has a lower number is only a Minor Award and is not sufficient to determine eligibility). Note: A combination of two or more exam sittings may be permitted in determining eligibility. Recognition of other qualifications publicjobs may verify the validity of qualifications other than the Leaving Certificate with Quality and Qualifications Ireland (QQI). Candidates may refer to the National Academic Recognition Information Centre which offers advice on the academic recognition of foreign qualifications in Ireland. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for reemployment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on reemployment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community & Local Government (Circular Letter LG (P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG (P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for reemployment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service Appointment.
Area Manager
Purpose of the Role To develop and lead a team of Shop Managers within the Region. To maximise sales, productivity, revenue opportunities and customer satisfaction levels through the efficient management of the Vincent’s shops by ensuring compliance within the SVP retail standards, current relevant legislation and SVP policy and ethos. Guidance and Authority The post holder is expected to operate with considerable autonomy, referring matters to their line manager when significant resistance is encountered in implementing good practices or policies, when actions may place stakeholders such as children, vulnerable adults, scheme participants, volunteers, or the Society's reputation at risk, or when decisions could substantially impact the workload of others. Principle Accountabilities The role holder will be responsible for: Business Development • Assist the Regional Manager in implementing the annual Business Development Plan for the shops in your area. • Build strong relationships with Shop Managers and their teams to support, advise, and guide efficient store operations. • Identify local opportunities and develop business plans in conjunction with Shop Managers. • Analyse category performance and space utilisation by shop; work with teams to improve results. • Promote the highest retail standards in merchandising, window displays, and shop appearance, recording findings in Area Manager reports. • Monitor retail market trends, competitor activity, and customer initiatives to identify opportunities. • Use monthly sales information to track and distribute performance data for each shop. • Highlight inconsistent performance or KPI trends to the Regional Manager. • Manage store P&Ls within your remit, ensuring financial targets are met. • Ensure EPOS compliance and understanding, providing training and support where needed. • Encourage volunteer participation and assist in recruiting new volunteers from across the community. • Support donation drives and manage end-of-line stock efficiently. • Identify and assess new opportunities for shop network expansion. • Project manage new shop openings and refurbishments, adhering to procurement policies. • Develop and maintain effective relationships with third-party contractors. • Participate fully in any National SVP retail initiatives as directed. Customer Service • Establish and promote clear guidelines for customer interaction, encouraging staff and volunteers to exceed expectations. • Foster a “sales through service” culture focused on customer satisfaction and loyalty. • Promote thank-you cards and educate the public on appropriate donations. • Ensure meet-and-greet practices are implemented where staffing allows. • Investigate and resolve customer complaints promptly, aiming to recover customer relationships. • Retain existing customers, attract new ones, and encourage participation through buying, donating, and volunteering. Team Management • Create an environment that promotes dignity, respect, and motivation for all staff and volunteers. • Ensure all new and existing team members receive proper induction and training on SVP ethos, policies, and procedures. • Set clear, measurable objectives for retail staff and provide regular performance feedback. • Assess training needs and create opportunities for staff development. • Ensure participation in scheduled training and continuous learning initiatives. • Communicate KPIs effectively across your area and support Shop Managers in meeting goals. • Conduct regular one-to-one and team meetings to maintain strong communication. • Participate in CE interviews and liaise with TUS supervisors at the local level. • Ensure all mandatory training is completed in line with SVP’s training guidelines. • Review and approve shop rosters, ensuring sufficient cover during peak hours. Compliance • Ensure all staff and volunteers are familiar with SVP guidelines, relevant legislation, and best practices. • Monitor performance and address any non-compliance issues in line with SVP policy. • Promote health and safety awareness and ensure compliance with legislation. • Maintain strong internal controls for cash handling and stock management. • Enforce compliance in staff purchase and Emergency Assistance procedures. • Act promptly and appropriately in cases of non-compliance, escalating issues as necessary. • Report compliance concerns to the Regional Manager at the earliest opportunity. Operational Risk Management • Continually assess operational risks considering changing market, legal, or regulatory conditions. • Evaluate the impact of new technologies, restructures, and economic shifts on retail operations. • Address identified risks or concerns in conjunction with line management or relevant departments. Challenges There are a number of challenges in this role, largely determined by the scale, complexity, voluntary nature and high levels of local autonomy with the Society. • Ensuring confidentiality at all times • Ensuring a friendly and supportive atmosphere at all times. Other Information In addition to the duties and responsibilities listed above, the job holder may be required from time to time to perform other duties as deemed reasonable and necessary by the employer. The job holder may also be required from time to time to work or attend training/meetings at another location. As much notice as is reasonably practicable will be given of any such requirement/change. Employees are responsible for notifying their manager in writing of any statutory rest period or break to which they are entitled to and were not able to avail of on a particular occasion and the reason for not availing of such rest period or break within one week. Education, Experience, Knowledge and Skills Required Qualifications • Professional Management qualification is desirable Experience • Multi-site experience is essential • 3+ years of high volume retail management experience over multiple locations • 3+ years’ experience of managing a large workforce, and ability to manage a wide range of staff and volunteers, across multiple locations • Experience of management in the community/voluntary sector is desirable • Full P+L accountability • A proven track record of sales growth and business development Knowledge • Knowledge of the Society and of its mission and values • Knowledge of needs and issues of the poor and disadvantaged is desirable Skills • Persuasive communication skills – ability to prepare reports, present ideas clearly and concisely to a variety of audiences including members and senior management • An ability to quickly establish and maintain working relationships with a diverse range of stakeholders and manage ongoing working relationships and work plans • Project Management skills – ability to build relationships with stakeholders across all functions • Results orientated approach • Ability to guide and motivate individuals and teams to achieve key objectives • Strong conflict management skills – ability to de-escalate and resolve issues as they arise • Excellent problem solving skills in interpersonal situations both internal and external to the organisation • Demonstrable resilience and persistence in the face of barriers • Influencing and negotiating skills • Mentoring, coaching and training skills • Knowledge of EPOS, stock control systems and cash management systems. • Basic computer literacy, including the use of Microsoft Office's Word, Excel, and Outlook. • Passion for the voluntary/not for profit/sustainability retail industry • A Full Clean Driving Licence full-time access to a car The person must also demonstrate the following personal attributes: • Be honest and trustworthy • Be respectful • Be flexible • Demonstrate sound work ethics • Confidentiality • Other Salary: €50,000 per annum
Online Shopping Assistant
Main purpose of the role: Shop and fulfil orders on behalf of our customers using the SuperValu.ie service. The ideal candidate will have/be: Previous retail experience is desirable is desirable Shop to specific targets whilst being selective and accurate with products Excellent communication skills Accuracy, attention to detail, organised and flexible Ability to use own initiative and work as part of a team in a fast-paced environment. Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Shop to specific targets whilst being selective and accurate with products Have good product knowledge to ensure the items that are picked are of the highest quality and substitution chosen are appropriate Pack the products in the correct temperature zone and in such a way they arrive at the customers€,, home in perfect condition Make decisions on behalf of customers if products ordered are unavailable Work on own initiative with very little supervision Keep up to date with team communication Deal with routine customer queries.
Census Field Supervisors
About this Role You will be responsible for the work of 4-12 Field Support Officers and for the successful conduct of the enumeration of the 2027 Census of Population in an assigned work area. Reports to: Census Regional Supervisor Manages: The work of 4 to 12 Field Support Officers Location of Post The commitment for this post will be from 18th January 2027 to 11th June 2027, with 41.15 hours gross or 35 hours net per week. The officer’s headquarters will be such as may be designated from time to time by the Director General of the Central Statistics Office. For the time being the Director General has designated the officer’s home as headquarters. An Office Accommodation Allowance of €12.77 gross per week worked is payable as a lump sum at the end of the contract term for the provision of this facility. This payment may be made once the following criteria are met: • The officer must provide secure and confidential storage in their headquarters for all census material and equipment • Only persons who are Officers of Statistics for census purposes may have access to this material, including the laptop computer • The accommodation and other facilities provided by the officer are suitable from the point of view of the safety of the official property being stored and the satisfactory conduct of official business. When absent from home/headquarters on duty, the officer will be paid appropriate travelling expenses and subsistence allowances subject to the normal Civil Service regulations. Principal Duties The Census Field Supervisor is responsible for ensuring the effective and accurate completion of the census enumeration within their assigned work area. The Census Field Supervisor will oversee 4 to 12 Field Support Officers and report to the Census Regional Supervisor. Key Responsibilities include: • Attending training days - become thoroughly familiar with all enumeration procedures and digital systems. • Using a laptop - track applicants during the recruitment phase; to access daily reports on Field Support Officers progress; and for communication. • Proficiency with the Smartphone Application - used to record interactions with households. • Recruitment of Field Support Officers - learning best-practice interview skills; interviewing candidates; and assisting with appointing Field Support Officers. • A comprehensive understanding of Census Field Supervisor & Field Support Officer Manuals – this enables the capability to train Field Support Officers. • Facilitate the sourcing of venues - for Field Support Officer interviews and training. • Training of the Field Support Officers - how to use the smartphone application to record household’s interactions; answer citizen questions regarding the 2027 Census; use maps to locate their work areas; and follow up with non-participating households. • Supervision of Field Support Officers – managing quality assurance for team performance, ensuring that this is completed for all Field Support Officers in the designated time frame; supporting Field Support Officers as needed and reassigning work as required; reporting on enumeration progress; completing daily reporting tasks on the CRM (Customer Relationship Management) system; completing probation, contract and expense claims for your team; reporting disciplinary issues; and monitoring team hours worked. • Live field responsibilities - actioning escalations from the field; monitoring dashboards; acting and reporting on non-performing areas; managing uncooperative households; advancing all cases/household toward a completed status; promoting Census 2027 with publicity materials; and submitting final payments for Field Support Officers. • Secure storage of census material at home – this includes the use of laptop for Census work only; ensuring the use of the laptop for CRM should not take place outside of the home, e.g. coffee shops etc; and the storage of crates and forms, that are to be issued to Field Support Officer’s then collected back at the end of the census The above job description is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to them from time to time. The positions are full-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. Eligibility Criteria for Census Field Supervisors Essential Requirements Candidates must, within the last six years, have acquired at least three years of practical experience in the following areas: • Staff management, preferably in an off-site capacity and the organisation of work for groups of at least 4 people. • Organising and delivering training programmes. Post Specific Requirements Candidates must also: • Have a strong working knowledge of employment rights legislation. • Demonstrate excellent written and spoken English. • Possess strong communication, negotiation, and relationship-building skills, with proven experience of engaging effectively with a broad range of stakeholders and members of the public. • Demonstrate the ability to take responsibility for meeting defined performance targets with clear accountability for outcomes. • Be able to prioritise, plan, and manage a varied and demanding workload in a busy setting. • Be proficient in the use of Microsoft Office applications (including Word, Excel, and Teams), smartphones, and associated digital tools. • Be available to work full-time for the duration of the contract. • Have experience in the recruitment of staff. • Hold a full, current, clean driving licence and have full-time access to a car for the contract period. • Be eligible under citizenship requirements. • Provide a residential address in Ireland at the time of appointment. Desirable Requirements The following would be advantageous for candidates to have: • NFQ level 5 or higher would be desirable. • Some experience in supervising/conducting household surveys, market research interviewing or practical social work. • Have reliable access to high-quality Wi-Fi throughout the recruitment process and, if appointed, for the duration of the contract. 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. To qualify candidates must be eligible by the date of any job offer. If your visa expires, this may result in you being stepped down from your employment until such time as you have regularised your permission to work in the State. How to Apply Applications will be taken only through the CSO website https://recruitment.census.ie/. The competition opens 9am September 7th and closes 2pm September 22nd, 2026, or when total number of applications received reaches 3000, whichever is earlier. In the event that the competition closes before the 22nd of September 2026 a notice to this effect will be posted on the website. All applicants will need to have access to a device and Wi-Fi for the duration of this recruitment campaign. Accessibility, Disability and Reasonable Accommodation for the Selection Process We are committed to promoting equality of opportunity and to ensuring that our recruitment processes are accessible and inclusive for all candidates. If you have a disability or if you think you may require a reasonable accommodation at any stage of the selection process, we strongly encourage you to make this known at the earliest opportunity so we can ensure you get the support you need. Such accommodations may include adjustments to the format or delivery of assessments, additional time, or other tailored supports. All requests for reasonable accommodations will be considered on a case-by-case basis, having regard to the individual circumstances, in line with best practice and current legislation Having a disability or requiring adjustments will not impact your progress in the selection process, and you will not be disadvantaged by disclosing your disability or requirements. All information provided in this context will be treated as strictly confidential. Candidates who wish to discuss or request a reasonable accommodation should contact the recruitment team at census2027recruitment@cso.ie as early as possible. Candidates should provide sufficient detail regarding the nature of the accommodation required to assist in making appropriate arrangements. Where necessary, we may seek supporting medical or professional documentation to facilitate the assessment of the request. We are committed to engaging with candidates to ensure, insofar as practicable, that appropriate supports are put in place to enable equitable participation in the recruitment process for all candidates. Remuneration Pay: For the position of Census Field Supervisor, the rate of pay will be €38,803 annual equivalent. Where the appointee is 70 years of age or over, the rate of pay will be €37,211 annual equivalent, non-PPC aligned. Payment will be made as a double week on the Friday of the second week and then weekly after that. This payment is paid by Electronic Fund Transfer (EFT) into a bank account of the officer’s choice. Payment cannot be made until the officer supplies IBAN/BIC details to the Census Recruitment Section. The CSO will validate your bank details through a third party. Atypical Work Allowance: It is envisaged that during the course of the census enumeration that Census Field Supervisors will be required to work outside normal hours in order to support their team of Census Field Support Officers during the busiest time of the delivery and collection stage of the census. Furthermore, Census Field Supervisors will be required to provide cover for colleagues in adjacent areas during temporary periods of absence due to annual leave, sick leave or other unavoidable absences. In recognition of this atypical work situation an additional once off allowance of €687.91 will be paid, (or on a pro-rata basis if applicable). This payment is in the nature of pay and is reckonable for pension purposes. Once the conditions for this payment are met, the payment will be made on a lump sum basis at the end of the contract period. Staff in receipt of this payment will be required to give full flexibility with regard to their attendance as the requirements of the job dictate, and with particular reference to the peaks and troughs that can be expected over the period of the contract given the nature of the census operation.
PDU Development Co-Ordinator - Social Enterprise
Role Requirements Role Requirement 1 Programme and Caseload Delivery CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Financial Accountant
Role Requirements Role Requirement 1 Financial Management & Reporting CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Principal – Policy Analyst/Economist
The Role The role of Policy Analyst / Economist in the Irish Government Economic and Evaluation Service is an important one, and the work will be varied and challenging. Under the general direction of the Head of Unit in the employing Government Department, and by reference to the Work Programme of the Unit, the Policy Analyst / Economist will be expected to take responsibility for specific work areas and manage a small team. Successful candidate(s) will be capable of drawing on their experience and expertise in analysis to inform evidence-based policy and decision making. The ideal candidates will be self-starters, capable of continuous learning, with a strong interest in the wider economic, political and social environment. Principal Duties and Responsibilities of the Role There are IGEES Policy Analyst/Economist roles in every Government Department. The work varies depending on the requirements of the role and the Department, but typically covers one or more of the following: • Contributing to national policy development across a wide range of areas; • Managing a work programme of policy analysis and evaluation of public policy initiatives; • Managing and developing graduate policy analyst/economist staff; • Briefing and advising senior officials and Ministers; • Using data and economic tools and techniques to conduct policy analysis and evaluation; • Contributing to appraisals and evaluations of significant areas of expenditure in line with the Public Spending Code & Infrastructure Guidelines; • Providing economic advice and guidance to support Government; • Contributing to relevant internal and external conferences and events. Please note: The above is a general guide to the key duties and responsibilities of the role and is not an exhaustive description. Other duties and responsibilities appropriate to the role may also be assigned from time to time. Vacancies and Office Location Currently a number of immediate vacancies exist for the position of Assistant Principal – Policy Analyst/Economist in IGEES. Candidates who are successful will be placed on a panel, in an order of merit. Immediate and future vacancies which may arise for this role will be filled from this panel while it is in operation. IGEES analysts work in all government departments and a number of public sector organisations including the Revenue Commissioners, the Agri-Food Regulator, the Electoral Commission, the Irish Human Rights and Equalities Commission, the Parliamentary Budget Office and the Data Protection Commission. Candidates will initially be assigned to the IGEES Central Unit in the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation (DPER). DPER will determine which Departments candidates are assigned to. Please note: It is likely that most vacancies that arise over the lifetime of the panel will be in Dublin. It is not envisaged that appointments will be made from this competition after May 2028. Working Environment Candidates should be aware that requirements in relation to hybrid working will depend on the assigned Department/Office and will be in line with the employing organisation’s Blended Working Policy. Training and Development IGEES is strongly committed to continuous learning and development and offers an exciting, interesting and demanding career opportunity. It is part of a reforming Irish Civil Service, one that is founded in principles of public service, independence, integrity and impartiality. Key to the development of IGEES is the continuous development of its staff so that relevant economic, evaluation and analytical skills are maintained and enhanced. This will involve attendance at advanced training modules, short specialist courses, etc. It may also involve the participation in conferences/seminars, pursuit of further academic qualifications, completion of assignments and short periods of secondment to relevant international bodies/institutes. Please note: Mobility Staff mobility is an important element of capacity building and staff development within IGEES. As part of the normal course of career and professional development, staff are expected to move on a regular basis to other IGEES units across Government Departments. Salary Range: €83,113 - €103,576 Essential Candidates must have on or before 24th of September 2026: a) A qualification at Level 8 (minimum 2.1 honours degree) on the National Framework of Qualifications (NFQ) (or NARIC Ireland Foreign Qualifications equivalent) in a relevant discipline such as Economics, Social Science, Policy Analysis or Statistics or b) A post graduate qualification at Level 9 on the NFQ or NARIC Ireland Foreign Qualifications equivalent in a relevant discipline such as Economics, Social Science, Policy Analysis or Statistics AND At least 2 years’ relevant experience of working as a policy analyst and/or economist. Candidates must also demonstrate: Strong quantitative and analytical skills with a track record in delivering high-quality outputs; A proven ability to identify and access appropriate data sources and to analyse, evaluate and disseminate relevant material; A track record in conducting policy analysis and/or evaluation work, and in developing clear insights, practical strategies and solutions based on such analysis; The ability to balance economic issues with the wider social and political environment in the national interest; The ability to think clearly, analytically and rationally about policy issues; Good people and/or project management skills; The ability to manage, prioritise and progress multiple projects and work activities in a fast-paced environment, including the ability to accurately estimate time parameters, anticipate obstacles and make contingencies for overcoming them; Excellent oral and written communication skills with the ability to present complex constructs in an accessible, logical and comprehensive manner to both an expert and non-expert audience; Excellent interpersonal skills with a proven capacity to effectively engage, collaborate and foster positive working relationships with both colleagues and external stakeholders; Motivation, flexibility and willingness to adapt, positive contribution to the implementation of change and capability of using own initiative as and when appropriate; Resilience, positivity and perseverance in the face of ongoing challenges; Strong IT skills with proficiency in Microsoft Office applications; An ongoing commitment to Continuous Professional Development. In addition to the above, candidates must also be able to demonstrate the Key Competencies (outlined on pg. 8) identified for effective performance in this role. Desirable • Experience of using a wide range of relevant information sources, research tools, and data analysis software such as Stata, R, Python, SAS, SPSS. Please note: Qualifications/eligibility may not be confirmed until the final stage of the process, therefore, those candidates who do not possess the essential requirements, on or by the dates as specified, and proceed with their application are putting themselves to unnecessary effort/expense and will not be offered a position from this competition. The onus is on the candidate to ensure they fulfil the eligibility requirements as set out. publicjobs reserves the right to deem an applicant ineligible at any stage if it is apparent that the candidate does not hold the required eligibility/qualifications e.g. from the submitted application form. Candidates who are unable to demonstrate that they hold/will hold the required qualification(s) by the deadline specified may be withdrawn from the competition at any stage. An invitation to tests, interview or any element of the selection process is not acceptance of eligibility. Candidates who are placed on a panel and come under consideration for a position will be required to provide documentary evidence of their eligibility, including qualifications. Please be aware a transcript of results may be required; therefore, the onus is on candidates to have this information available if requested by publicjobs. Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirement Eligible Candidates must be: (a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who has a stamp 41 permission or stamp 5 permission. To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013) The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for reemployment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.
Grocery Manager
Main purpose of the role: Ensure the Grocery Department operates efficiently and effectively at all times. Provide our customers with excellent quality products and customer service. The ideal candidate will have/be: Minimum 1 years€,, experience in a management position Good knowledge of Microsoft Office (Excel, Word) Excellent communication skills Good delegation skills Highly driven with a strong work ethic An understanding of how to achieve KPIs and targets Commerciality and brand awareness Passion for grocery retail Thrive in a fast-paced working environment Main duties: Actively live SuperValu brand-values i.e. Genuine, Passion for Food, Vibrant, Committed, Innovative and Imaginative Communicate the required operating standards to all employees and ensure they understand and implement such standards at all times Drive sales through instore initiatives Merchandise and present the department to the highest standard at all times and in accordance with relevant store planograms and guidelines Adhere to weekly stocktaking and daily waste procedures in the Grocery Department Liaise with the management team so as to ensure that weekly gross profit, net profit and sales targets are achieved Conduct quality and freshness checks Attend relevant training as required and implement learnings in store
Credit Controller
Part of Grafton Group Plc, Chadwicks Group is the market leader in the builder’s merchanting industry in the Republic of Ireland. The core business is through the traditional Builders Merchants division. Main brands include Chadwicks, Cork Builders Providers, Davies & Telfords. In addition, and through organic growth and acquisitions the Group have established a range of brands which are close to the core but offer a uniquely different range of products. These include Heitons Steel, Panelling Centre, Morgans Timber, Proline, Sitetech & Rooney’s Hardware. Principle Objective As Credit Controller you will support the Branch Manager and Credit Controller by providing efficient and accurate administrative support within the parameters of the Group Credit Policy. Knowledge & Experience Don’t meet every single requirement? Studies have shown that women and people of colour are less likely to apply to jobs unless they meet every single qualification. At Chadwicks Group we are dedicated to building a diverse, inclusive and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles”.
