Clerical Officer

The Competition Roscommon County Council is currently inviting applications from suitably qualified persons for the above competition. Roscommon County Council will form a panel for the post of Clerical Officer from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. This panel will exist for 12 months and may be extended for a further period of 6-12 months at the discretion of the Chief Executive.

The Role 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. QUALIFICATIONS 1. Character Each candidate must be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training and 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. 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. 4. 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 Ideal Candidate Should Demonstrate

• Knowledge and understanding of the functions of a local authority;
• Understanding of the role of a Clerical Officer;
• Relevant administrative experience and clerical skills;
• Strong interpersonal and communication skills;
• Strong customer service ethos;
• Experience of working as part of a team;
• Knowledge and experience of operating ICT systems

Duties and Responsibilities The key duties and responsibilities of the post of Clerical Officer include: 1. To participate in and support the work of the section or department to ensure that work programs are delivered in accordance to the operational plans. 2. To communicate and liaise with team members, supervisors, members of the public and others in relation to operational matters in their section or area of work. 3. To prepare reports, correspondence and other documents as necessary. 4. To provide a comprehensive administrative and clerical service as required. 5. To ensure high levels of customer services, responding to queries and requests for information in a professional courteous and timely manner. 6. To support and participate in all change management initiatives within their area of work or the wider organisation. 7. To support and assist team members as required. 8. To participate in corporate activities and responsibilities appropriate to the grade. 9. To be in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work. 10. To deputise for the line manager or equivalent as required. 11. To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. PARTICULARS OF EMPLOYMENT 1. The post is whole time and pensionable. A panel will be formed for an initial period of one year and this may be extended at the discretion of the Chief Executive. The panel will be used to fill both permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panels. 2. Probation Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply; (a) there shall be a period after such appointments take effect during which such persons shall hold such position on probation, (b) such period shall be one year but the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold such position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. 3. Remuneration: €29,311 - €46,445 per annum Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. The salary shall be fully inclusive and shall be as determined from time to time. The holder of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to and received by them by virtue of their post or in respect of services which they are required by or under any enactment to perform. In accordance with EL02/2011 persons who are not serving Local Authority employees must be placed on the minimum of the scale. The rate of remuneration may be adjusted from time to time in line with government policy. 4. Garda Vetting/Child Safeguarding Successful candidates may be subject to the Garda Vetting Procedures and will be required to complete Appendix V of the County Council’s Child Protection Policy. 5. Health For the purpose of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the local authority. On taking up appointment the expense of the medical examination will be refunded to candidates. 6. Residence Roscommon County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide themselves at their own expense with the necessary mode of travel to and from work. 7. Annual Leave Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997. Annual leave entitlement will be 27 days per annum, rising to 29 days per annum after 5 years’ service (inclusive of days pre-allocated for Christmas period). The annual leave year runs from 1st January to 31st December. 8. Working Hours The successful candidate’s normal hours of work will be 35 hours per week. The Council reserves the right to alter the hours of work from time to time. 9. Superannuation Candidates will be informed of their superannuation position at the time an offer of appointment is being made. 10. Recruitment Selection of candidates for appointment shall be by means of a competition conducted by or on behalf of Roscommon County Council. The Selection Process may include the following:

• Online Aptitude Testing
• Short-listing of candidates on the basis of the information contained in their application;
• Preliminary interview, which may also include a presentation;
• Competitive interview, which may also include a presentation;
• Work sample/role play/media exercise, and any other tests or exercises that may be deemed appropriate.

Please note that Roscommon County Council reserves the right to hold any part of the selection process by way of remote/video-call platform or other appropriate methodology. Panels may be formed on the basis of such a selection process. Candidates whose names are on a panel and who satisfy the local authority that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may be appointed to this post.

11. Communication Applications will not be accepted after the closing date and time. Therefore, it is your responsibility to ensure that you have allowed sufficient transmission time for your application. Applicants must ensure they retain a copy of the email submitted to recruit@roscommoncoco.ie including the date and time in case of any queries. An acknowledgement email will be issued in respect of all applications received (this email will acknowledge receipt, and it will not confirm eligibility or otherwise). If an applicant does not receive an acknowledgement email within 2 working days of the date of submission, the applicant should contact recruit@roscommoncoco.ie to ensure the application has been received. Roscommon County Council will contact you when necessary at each stage of the competition by email. It is strongly recommended that you only submit one email address for all correspondence in relation to this competition. It is important to note that the email address you provide when applying must be one that you can access at all times. The onus is on the applicant to inform the Human Resources Department of any change in email address throughout the recruitment and selection campaign. This can be done by emailing recruit@roscommoncoco.ie. The onus is also on each applicant to ensure that s/he is in receipt of all communication from Roscommon County Council. Roscommon County Council does not accept responsibility for communications not accessed or received by an applicant. The personal information (data) collected on the application form, including any attachments, (which may include the collection of sensitive personal data) is collected for the purpose of processing this application and any data collected is subject to Roscommon County Council’s privacy statement which can be found here. 12. Acceptance of offer of Employment Roscommon County Council shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period or such longer period as the local authority in its absolute discretion may determine, Roscommon County Council shall not appoint them. 13. Candidates Obligations Candidates must not:

• knowingly or recklessly provide false information on their application form
• canvass any member of the staff of the County Council or person(s) nominated by the County Council to interview or examine applicants with or without inducements
• personate a candidate at any stage of the process
• interfere with or compromise the process in any way

If a person is found guilty of an offence was, or is a candidate at a recruitment process,

• they will be disqualified as a candidate and excluded from the process.
• if already appointed to a post following the recruitment process, they will be removed from that post.

14. Sick Leave The terms of the Public Service Sick Pay Scheme will prevail.

15. References/Documentary Evidence Each candidate may be required to submit as references, the names, and addresses of two responsible persons to whom they are well known but not related, at least one of whom must be a former/current employer. Candidates may be required to submit documentary evidence to the local authority in support of their application. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that Roscommon County Council is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet the essential entry requirement but nevertheless attend for interview you will be putting yourself to unnecessary expense. Prior to recommending any candidate for appointment to this position, Roscommon County Council will make all such enquiries that are deemed necessary to determine the suitability of the candidate. 16. Criminal Convictions A candidate who is in receipt of any convictions/prosecutions is responsible for bringing it to the attention of the Human Resources. 17. Your right to information and to appeal The Council is committed to offering feedback to candidates who request it, and to dealing with such requests in a timely and efficient manner. The Council will consider an appeal in relation to eligibility, shortlisting and final decisions of interview boards. Such appeals must be made by candidates in writing within 7 working days of notification of the relevant decision. On receipt of appeal, the selection decisions will be re-visited and the candidate will be informed of the outcome of the review. 18. 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. 19. Policies & Procedures The post-holder will be expected to abide & adhere to the policies & procedures applicable to Roscommon County Council. 20. Training It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. 21. Travel When required to do so, holders of the post shall hold a full driving licence for class B vehicles and shall drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. If you are required to travel as part of your official duties, Roscommon County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Roscommon County Council’s Travel and Subsistence Policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. 22. Safety & Welfare The holder of the post shall co-operate with the terms of Roscommon County Council’s Safety Statement and Major Emergency Plan. They shall familiarise themselves with the safety rules and procedures and make proper use of all safety clothing and equipment. Failure to comply with the terms of the Safety Statement may result in a disciplinary action.