Communications Officer

THE ROLE The successful candidate for this Communications Officer position on appointment will be assigned to Corporate Services Section of Longford County Council to the Communications Officer role. This role is multi-faceted role and they will be involved in a variety of disciplines, such as internal communications, external communications, media relations (traditional and social), events, campaigns and customer service. The post presents a range of exciting opportunities to serve the public through the development of clear, informative and citizen focused communications in support of the work of Longford County Council.

DUTIES Your duties include, but are not limited to: • Contribute to the development and implementation of Council’s Communications Strategy • Implementing integrated communications campaigns to promote the Council • Proactively developing relations with media and providing an effective point of contact for media engagement & media enquiries. • Drafting press releases, statements, speeches, briefings and other communications materials. • Media monitoring, digital analytics and campaign evaluation. • Developing compelling content for use across a range of channels including editorial copy, graphics, digital and video. • Identifying appropriate communications channels, for the successful promotion and dissemination of the Council’s strategic priorities and key messages. • Creating social media appropriate content regularly and working with IT to ensure it is published across relevant platforms including website, social media, blogs, etc • Creation of suitable content (copywriting, editing, design), for various media outlets, including but not limited to press releases, advertorial, infographics, and blogs. • Proof-reading various publications as needed. • Maintenance and development of media database. • Event management of Council PR events as required. • Management of press clippings archive. • Coordinating and issuing regular communications • Monitoring the success of activities undertaken, gathering the results to inform future activities through evaluation and presenting progress reports on same. • Undertaking any other duties to further the efficient organisation of Corporate Communications as required • Participate & take part in the duties as required as part of the Organisational response to Climate Action and Just Transition to promote & ensure capacity building, empowering change and delivering action • Undertake duties and responsibility of Staff Officer as may be required or assigned from time to time COMPETENCIES Key competencies for the post of Communications Officer are given in the table below. Candidates will be expected to demonstrate sufficient evidence within their application form of their competence under each of these headings. Please take particular note of the competencies listed as any shortlisting or interview processes will be based on the information provided by the candidate in their completed application form.

DELIVERING RESULTS & COMMUNICATING EFFECTIVELY • Plans work and allocation of staff and other resources effectively. • Implements high quality service and customer care standards. • Demonstrates effective verbal and written communication skills. • Convert operational objectives into specific work plans, programme activities and schedules taking into account the broader operation plan when setting priorities.

PERFORMANCE MANAGEMENT & TEAMWORK • Supervises the team or work area to achieve corporate objectives. • Works as part of a team to ensure delivery of plans and schedules. • Has a strong team ethic of co-operation and mutual support. • Show visible commitment to the purpose, mission and vision of the organisation.

PERSONAL EFFECTIVENESS • Takes initiative and is open to taking on new challenges or responsibilities. • Manages time and workload effectively. • Ability to build and maintain relationships. • Maintains a positive and constructive and enthusiastic attitude to their role. • Understanding the structures and environment within which the local authority sector operates and the role of the Communications Officer in this context. • Knowledge of current local government issues and strategic direction of local government.

MANAGEMENT & CHANGE • Understand the need for change and get this across persuasively to others • Make a positive case for change and elicit commitment from others • Implement change in an orderly and determined manner QUALIFICATIONS 1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or (b) A citizen of the United Kingdom (UK); or (c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or (d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa: or (e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or (f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa 3. Education, Training and Experience etc. Each candidate must, on the latest date of receipt of completed application forms: i. (a) have obtained at least a grade D (or a pass), in Higher or Ordinary Level, in five subjects (or 4 subjects if Irish is included) from the approved list of subjects in the Departments of Educations established Leaving Cert Examination or Leaving Cert Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, and (b) have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) or ii. have obtained a comparable standard in an equivalent examination, or iii. hold a third level qualification of at least degree standard iv. Desirable but not essential Qualifications & Experience a) a third level qualification in Communications, Marketing or a closely related discipline, at a minimum Level 6 or higher on the National Qualifications Framework b) a minimum of two years relevant experience in a comparable communications role c) proven proficiency in design of content generation with excellent writing skills and a high level of accuracy and attention to detail PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime (i.e. 35 hours per week) and appointment may be permanent or temporary. 2. Location Longford County Council reserves the right to assign the successful candidate to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The current working hours are 35 hours per week, Monday to Friday. A flexible working system is in operation. Longford County Council reserves the right to alter the hours of work from time to time. The nature of the role will involve flexible working hours and may require successful candidates to work evenings and/or weekends. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements Communications Officers report directly to the appropriate Senior Officer of the Section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. 7. Remuneration The current salary scale for the post of Communications Officer is € 50,206 - € 60,051 LSI 2 gross per annum (Circular EL 03/2024), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by 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. 8. Superannuation & Retirement A person who becomes a pensionable employee of a local authority who is liable to pay the Class A rate of PRSI contribution will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). A person who becomes a pensionable employee of a local authority who is liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. A person paying Class D rate of PRSI who becomes a pensionable employee of a local authority will be required in respect of the Local Government (Spouses and Children's Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of pensionable remuneration in accordance with the terms of the scheme. A person paying Class A rate of PRSI who becomes a pensionable employee 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 net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). Employees are admitted to the Superannuation Scheme in accordance with the terms of the Local Government Superannuation (Consolidation) Act, 1998 and the Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of appointment. This scheme is contributory and provides pension, retirement and death gratuities. In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority. For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pay; pensions will be coordinated with the State Pension Contributory The retirement age applicable to an employee is determined in accordance with the rules governing the relevant Superannuation Scheme to which they belong.