Crime and Data Analyst (Executive Officer)

The Role The primary duties and responsibilities of a Crime and Data Analyst are: To provide information and analysis to support strategic and operational policing. To combine and analyse data from multiple sources to create information and knowledge. To provide analysis to decision makers to enable them to focus on areas that need to be prioritised. To understand and raise awareness of trends and patterns and to make recommendations based on those trends and patterns. To contribute to crime prevention by supporting predictive policing based on insightful analysis of crime patterns, why it is happening and what is likely to happen next. To work as part of the Garda investigation and management information teams. To put information into a manageable and understandable format that is accessible to others as knowledge. To communicate and disseminate analysis to support information driven decision-making.

Tasks and Activities Crime and Data Analysts may be involved in a range of tasks and activities. These include: Analysing multiple internal and external systems for relevant information including PULSE System. Using data science and analysis tools and methodologies to develop actionable information and knowledge from data. Using consistent data analysis/analytics methodologies in line with GSAS national standards. Collating and examining information, identifying anomalies and making links to support the overall investigation. Developing an understanding of the research evidence in order to shape the analysis. Contributing to the development of a data culture within AGS through building relationships with Garda colleagues and explaining the value and potential of data to their work. Supporting the automation of analytical reports and techniques. This could include providing training to Garda members on the use of automated reports. Presentation of work to members of the organisation and key stakeholders. Prepare trial evidence, attend court and give evidence if required. Responding quickly to requests for information. Supporting/ standing in for their Line Manager as required. Explaining what the data means even if this means delivering bad news or identifying key risks. Working closely with colleagues to share knowledge and new analytical techniques or tools.

This description of the role is not intended to be an exhaustive list of duties and responsibilities and may be reviewed from time to time to reflect the needs of the Analysis Service.

Training A five-week residential training programme will be provided to those appointed to the position. This course may be held in Templemore, and attendance is obligatory. Remote learning will be used in the event that full training is postponed due to health regulations. The course will cover areas such as specialist IT training (e.g. PULSE); crime analysis techniques; production of analytical reports; understanding of crime statistics and key aspects of the Irish legal system

Person Specification Essential Criteria Candidates must satisfy all of the following requirements on or before the closing date: (A) Have achieved a first or second class degree (minimum level 7 qualification on the National Framework of Qualifications) in a related discipline, or a qualification which is of a standard, in terms of both level and volume of learning, that is of at least an equivalent level. AND Experience in analysing qualitative and quantitative data from multiple sources in an educational or working environment. OR (B) Have obtained in the Leaving Certificate Examination (or equivalent) a minimum of grade D at Ordinary (or Pass) level in Mathematics and Irish or English, having obtained a minimum of Grade C in at least five subjects at Higher (or Honours) level papers. AND 2 Years experience in analysing qualitative and quantitative data from multiple sources in a working environment.

In addition, candidates must have experience in: Researching and interpreting data. Collating and examining information to identify anomalies, trends or themes. Presenting findings in a clear, concise, and comprehensive manner. Key Competencies for effective performance at Executive Officer level

People Management Consults and encourages the full engagement of the team, encouraging open and constructive discussions around work issues. Gets the best out of individuals and the team, encouraging good performance and addressing any performance issues that may arise. Values and supports the development of others and the team. Encourages and supports new and more effective ways of working. Deals with tensions within the team in a constructive fashion. Encourages, listens to and acts on feedback from the team to make improvements. Actively shares information, knowledge and expertise to help the team to meet its objective. Person Specification Analysis & Decision Making Effectively deals with a wide range of information sources, investigating all relevant issues. Understands the practical implication of information in relation to the broader context in which they work – procedures, divisional objectives etc. Identifies and understands key issues and trends. Correctly extracts & interprets numerical information, conducting accurate numerical calculations. Draws accurate conclusions & makes balanced and fair recommendations backed up with evidence.

Delivery of Results Takes ownership of tasks and is determined to see them through to a satisfactory conclusion. Is logical and pragmatic in approach, setting objectives and delivering the best possible results with the resources available through effective prioritisation. Constructively challenges existing approaches to improve efficient customer service delivery. Accurately estimates time parameters for projects, making contingencies to overcome obstacles. Minimises errors, reviewing learning and ensuring remedies are in place. Maximises the input of own team in ensuring effective delivery of results. Ensures proper service delivery procedures/protocols/reviews are in place and implemented.

Interpersonal & Communication Skills Modifies communication approach to suit the needs of a situation/audience. Actively listens to the views of others. Liaises with other groups to gain co-operation. Negotiates, where necessary, in order to reach a satisfactory outcome. Maintains a focus on dealing with customers in an effective, efficient and respectful manner. Is assertive and professional when dealing with challenging issues. Expresses self in a clear and articulate manner when speaking and in writing.

Specialist Knowledge, Expertise and Self Development Displays high levels of skills/ expertise in own area and provides guidance to colleagues. Has a clear understanding of the role, objectives and targets and how they support the service delivered by the unit and Department/Organisation and can communicate this to the team. Leads by example, demonstrating the importance of development by setting time aside for development initiatives for self and the team.

Drive & Commitment to Public Service Values Is committed to the role, consistently striving to perform at a high level. Demonstrates flexibility and openness to change. Is resilient and perseveres to obtain objectives despite obstacles or setbacks. Ensures that customer service is at the heart of own/teamwork. Is personally honest and trustworthy acts with integrity and encourages this in others.

Eligibility to apply 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* or a Stamp 5 visa. *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. It is the candidates responsibility to maintain eligibility. Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure, NDP Delivery 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, NDP Delivery 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 apply 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 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. 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).

General The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Please note appointments that occur pre-commencement of the Policing Security & Community Safety Act will be to a Civil Service grade with Civil Service terms and conditions. Appointments that occur post-commencement of the Act will be to the Public Service to a grade with terms and conditions no less favourable than the equivalent Civil Service grade.

Salary Scale The Executive Officer salary scale will apply to this position. The PPC (Personal Pension Contribution) salary scale (annually) for this position, with effect from 1st October 2024 is as follows: Executive Officer Salary Scale €36,544 - €38,465 - €39,550 - €41,667 - €43,564 - €45,400 - €52,618 - €54,514 - €55,784 - €57,596* - €59,422** *Long Service increment (LSI 1) may be payable following 3 years’ satisfactory service at the maximum of scale. **Long Service increment (LSI 2) may be payable following 6 years’ satisfactory service at the maximum ofscale. Personal Pension Contribution 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. Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded annually, subject to satisfactory performance. Important Note Different terms and conditions including a different starting point on the salary scale may apply, if, immediately prior to appointment the appointee is already a serving Civil Servant or Public Servant. Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of an employee’s choice. Payment cannot be made until a bank account number and bank sort code has been supplied to the HR Directorate, Athlumney House, Johnstown, Navan, Co Meath C15 ND62.

Statutory deductions from salary will be made as appropriate. Upon appointment, you will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners.

Location Please note that the department has numerous positions available, at various locations in Ireland, at the time of advertising. The successful panel, which will be valid for 24 months, will be utilised to fill Crime & Data Analyst positions that may arise in all Counties: Carlow, Cavan, Clare, Cork, Donegal, Dublin, Galway, Kerry, Kildare, Kilkenny, Laois, Leitrim, Limerick, Longford, Louth, Mayo, Meath, Monaghan, Offlay, Roscommon, Silgo, Tipperary, Waterford, Westmeath, Wexford and Wicklow. The location will be confirmed at the job offer stage Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct, and; (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract, a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956 – 2005. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you and you will be given a copy of The Department of Public Expenditure, NDP Delivery and Reform guidelines on probation.

Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In the following circumstances, your contract may be extended and your probation period suspended. The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation.

Any other statutory provision providing that probation shall (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employees return from work after such absence. Where probation is suspended the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation, has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an employee will return to a vacancy in their former grade in their former Department.

Hours of attendance Hours of attendance will be fixed from time to time but will amount to on average not less than 41 hours 15 minutes gross including lunch breaks, or 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations.

Headquarters Headquarters will be such as may be designated from time to time by the Head of the Department/organisation. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations.

Duties The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with their role.

Annual Leave The annual leave allowance for this position is 23 days rising to 24 days after 5 years’ service, to 25 days after 10 years’ service, to 26 after 12 years’ service and to 27 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays Sick Leave Pay during properly certified sick leave will apply in accordance with the provisions of the sick leave circulars issued by the Department of Public Expenditure, NDP Delivery and Reform. Where an employee is eligible for Illness Benefit (IB), they must comply with the procedures for claiming IB from the Department of Social Protection and must confirm that they have mandated the IB payment directly to An Garda Síochána. Failure to do so may result in an overpayment.