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Sort by: relevance | dateSenior Operator Grade & Opportunities
Senior Operator Grade 2 & 3 Location: Based at our state-of-the-art custom designed facilities in Craigavon Hours: 37.5 hours per week Salary: £35,204 - £43,215 inclusive of shift premiums + excellent benefits package Business Unit : Almac Pharma Services At this point, we are seeking to establish a pool of suitable candidates for current and future vacancies. Please note you are not actively applying to an open position at this time. Please submit your CV via the online portal ensuring you clearly detail your qualifications and relevant experience. CVs will be assessed on an ongoing basis and you may be contacted depending on the roles available, your skill set and business requirements. The Role With a wealth of knowledge and experience, Almac Pharma Services have been manufacturing medicines in tablet, capsule and powder form for over 50 years. We also pack commercial drug products into bottles, blisters and sachets and provide specialised packaging solutions for medical kits, vials and syringes. The expert services we provide supports the provision of medicines and treatments to patients around the world. We have opportunities available to join us as Senior Operator Grade 2 & 3 across various shifts in our Packaging and Manufacturing teams: Both roles (Packaging and Manufacturing) offer experienced production/manufacturing personnel an opportunity to excel in a hands-on role ensuring the successful and efficient production and packaging of pharmaceutical drug product. Applications are invited from those with previous experience gained within a regulated environment, e.g manufacturing, packaging, engineering, food & drinks. Effective leadership skills, along with excellent communication skills and ability to complete documentation to a high standard are essential for these positions. Refer to the attached Job Descriptions and Person Specification for each role for full details and further information. Please make sure your CV clearly demonstrates how you meet the criteria required before submitting your application. A fantastic salary and benefits package is available, including annual bonus for all, generous holiday allowance, healthcare reimbursement scheme, and a rewarding role where the work you do will ultimately be contributing to the advancement of human health. Additional Information All applicants must demonstrate eligibility to work in the UK During periods of additional work requests this role will require additional coverage beyond normal working hours. It is a condition of your employment that you are able to fulfil this requirement of the role. Hours of Work Apply Now Apply online - please ensure your CV clearly outlines how you meet criteria for this role – refer to the job descriptions attached to this advert for full details of the essential and desirable criteria required. Please upload your CV in PDF format where possible. Closing Date Closing date for receipt of applications is Wednesday 31st March 2026 RECRUITMENT AGENCIES PLEASE NOTE: Almac will only accept applications from agencies/business partners that have been invited to work on this role by our Talent Acquisition team. Speculative candidate CV’s received or submitted directly to Hiring Managers will be considered unsolicited and no fee will be payable. Thank you for your cooperation.
Logistics Opportunities
Logistics Opportunities Location: Based at our state-of-the-art custom designed facilities in Craigavon Hours: 37.5 Hours Per Week Salary: Competitive plus excellent benefits package Business Unit : Almac Pharma Services At this point, we are seeking to establish a pool of suitable candidates for current and future vacancies. Please note you are not actively applying to an open position at this time. Please submit your CV via the online portal ensuring you clearly detail your qualifications and relevant experience. CVs will be assessed on an ongoing basis and you may be contacted depending on the roles available, your skill set and business requirements. The Roles With a wealth of knowledge and experience, Almac Pharma Services have been manufacturing medicines in tablet, capsule and powder form for over 50 years. We also pack commercial drug products into bottles, blisters and sachets and provide specialised packaging solutions for medical kits, vials and syringes. From our computerised warehouse at our Craigavon headquarters, we store and distribute medicines and treatments to patients around the world. Due to our continued expansion, in the future we are seeking Logistics personnel to provide support to our Stores and Distribution teams as well as opportunities within our warehousing function. Responsibilities will include preparing, picking and packing material for onward shipping. Also arranging transport for the goods to be shipped under GDP principles. Daily tasks will include communicating with the wider Pharma Services business including Project Managers and Product Supply Managers, engaging with customers, and the compilation and management of GMP and GDP documentation. As part of a busy team within a rapidly growing organisation, operating within a challenging industry you will benefit from the numerous personal and professional developmental opportunities available throughout the Almac group. A fantastic salary and benefits package is available, including annual bonus, generous holiday allowance, healthcare scheme, and a rewarding role where the work you do will ultimately be contributing to the advancement of human health. Essential / Desirable Requirements Apply Now Apply online - please ensure your CV clearly outlines how you meet criteria for these roles. Please upload your CV in PDF format where possible. Closing Date Closing date for receipt of applications is Wednesday 31st March 2026 RECRUITMENT AGENCIES PLEASE NOTE: Almac will only accept applications from agencies/business partners that have been invited to work on this role by our Talent Acquisition team. Speculative candidate CV’s received or submitted directly to Hiring Managers will be considered unsolicited and no fee will be payable. Thank you for your cooperation.
Cabin Crew
Experience the world as part of your career! Who we are looking for To be considered for Emirates cabin crew you’ll need to be:
Duty Supervisor
Salary Scales Duty Supervisor (Wet): Scale 4, NJC spinal point 9 - 13 £27,254 - £29,064 (plus 19% employer pension contribution) plus 10% shift allowance. It is Council policy to appoint at minimum salary scale point. Terms and Conditions Pay Pay frequency is monthly by BACS (Bank Automated Clearing System) in arrears on the third last banking day of the month. Flexi Scheme These posts are not eligible to participate in the Flexi Scheme. Main Purpose of Post/Job Summary
Apprentice Sales Advisor
Apprentice Sales Advisor – Abbey Autoline Academy We have an excellent opportunity to join our Abbey Autoline Academy as an Apprentice Sales Advisor. No previous experience is required! Working as part of the Personal Lines branch sales team, you will be provided with a comprehensive Apprentice Training Programme, in conjunction with Belfast Met, to support you in achieving your NVQ Level 2/3 in Providing Financial Services. With practical on-the-job training, you will obtain all the skills and knowledge required to sell personal lines insurance products, such as car, home, van, and travel insurance, to our customers throughout Northern Ireland. Your RequirementsQualifications
Executive Health & Safety Officer
BACKGROUND The Health, Safety & Wellbeing Unit (HSWU), Human Resources (HR) Department, works with all Departments to provide a safe and healthy work environment, by developing the safety, health and wellbeing culture in the City Council through enhancing safety structures and systems, working closely with all to ensure compliance with health and safety legislation, promoting best practice and facilitating employee consultation and involvement in occupational safety and health. Within each Department, senior managers are responsible (as outlined in the relevant safety statements), for the health, safety and welfare of employees and workplaces under their control. The HSWU advises management on Safety, Health and Welfare (SHW) matters and, monitors and reports on the levels of compliance with health and safety legislation across the organisation. Executive Health & Safety Officers are assigned by the HR Department across Departments and Sections to support the embedding of SHW systems and practices. The HSWU coordinates with Departmental Senior Managers in the implementation of the Council’s Safety Management System. THE JOB Reporting to the Senior Executive Health & Safety Officer, the Executive Health & Safety Officer (EHSO) has responsibility for ensuring a safe and healthy workplace in the City Council by developing and implementing safety policies and procedures, by promoting a positive safety culture and by ensuring compliance with relevant legislation and regulations. The holder of the post will be required to contribute to the development and implementation of Health and Safety Management Systems, in conjunction with their assigned SEHSO, Health, Safety & Wellbeing Unit and Human Resources Department. THE IDEAL CANDIDATE SHALL • have satisfactory experience in the area of health and safety management, including technical experience in Health and Safety Regulations and implementation of National Health and Safety policy and legislation, their implications for the organisation and the employee, and their application in the workplace; • be self-motivated and be able to work within a multi skilled team to ensure a best practice health and safety management system is continuously developed in the assigned work activity; • working knowledge and experience of the development and implementation of a Safety Management System that operates in compliance with ISO 45001:2018; • have a good working knowledge or demonstrate an ability to acquire a good working knowledge of the legal, regulatory and governance framework within which the City Council operates and adhere to corporate policies, protocols and procedures; • have a satisfactory knowledge of public administration in Ireland and demonstrate relevant administrative experience at a sufficiently high level; • have strong interpersonal and communication skills including building strong relationships with stakeholders; • possess excellent organisational and IT skills. • demonstrate strong proficiencies in report writing and have the ability to present in a clear and concise manner. On the date of application, the successful candidate must possess a current unendorsed full driving licence (Category A1, A and/or B) as they may be required to drive in the course of their duties. QUALIFICATIONSCHARACTER: Each candidate shall be of good character. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC.: Each candidate must, on the latest date for receipt of completed applications:- (a) (i) Hold a minimum Level 8 in the National Framework of Qualifications in Health and Safety Or (ii) Hold an Honours degree (Level 8 in the National Framework of Qualifications) in Engineering, Architecture, and / or Science, and a minimum Level 7 in the National Framework of Qualifications in Health and Safety. (b) Have a satisfactory knowledge of the following: • effective communications and liaison with officials from the regulatory authorities; • the management of risks from fire such as fire prevention and the carrying out of fire drills; • risk management in relation to hazardous substances and occupational diseases; • providing the required input for health and safety related training course/s and manuals for the organisation; • understanding of Local Government and the construction industry; • health and safety legislation, statutory requirements, their implications for the workplace and an appreciation of the legal process. (c) Have at least three years satisfactory relevant experience, including adequate experience in the areas specified below: • the management of an appropriate audit process; • planning practical and effective methods, both preventative and remedial, of promoting work practices that comply with health and safety requirements; • of working with committees; • the preparation and regular revision of Health and Safety statements and strategies; • staff supervision and relevant administration; • maintaining accurate records, particularly of inspection findings, of incidents and accidents, and the preparation of reports, and statistical data required by management and the HSA; • the regular review of work methods and processes, which identify and take account of all relevant hazards; • supporting line managers in the preparation, implementation and regular review of safety related documentation including risk assessments, including advising on how risks can be reduced; • operating a safety management system. (d) Possess a full clean driving licence. DUTIES The duties of the post include, but are not limited to, the following:- • Assisting and supporting Senior Executive Health & Safety Officer [SEHSO] and Departmental Management by; • working with the Health, Safety & Wellbeing Unit (HSWU) to ensure safety audits are carried out as required and ensuring that safety audit outcomes are implemented on a priority basis; • ensuring that incidents involving City Council activities or operations are investigated and reported on appropriately in line with agreed procedures; • monitoring, as required, City Council Fire Precaution Systems in co-operation with the Chief Fire Officer to ensure that fire precautions are appropriate and adequate for City Council’s work premises and activities; • drafting of safety statements, risk assessments, training material, policy documents, service plans and budgets relevant to safety, health & welfare. Other duties include: • implementing best practice and procedures in safety, health and welfare across the assigned Departments/Divisions and assisting the development, delivery and evaluation of training courses for employees in Safety, Health and Welfare; • keeping up-to-date with developments, and legislation in the area of occupational health and safety; • being available outside of normal working hours in emergency situations to deal with any matter or incident involving the health and safety of City Council employees’; • ensuring by way of regular review that Ancillary and Local Safety Statements address all the risks identified in the relevant area/activity; • ensuring that accident records are created as and when they should be and are maintained properly within the Health, Safety & Wellbeing Unit and are available to other relevant Departments as may be required; • ensuring that the City Council’s statutory obligations to investigate and report on notifiable accidents and dangerous occurrences are strictly complied with and the relevant authorities advised in a timely fashion; • managing and supervising the administration of Immunisation and Health Screening Programmes and organising Occupational Health Surveillance initiatives and activities for groups of workers related to specific occupational health hazards, as may be required from time to time; • carrying out such other duties as may be assigned from time to time. The particular duties and responsibilities attached to the post may vary from time to time, without changing the general character of the duties or level of responsibilities entailed. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above, and to take instructions from and report to, an appropriate Officer or such designated Officer as may be assigned from time to time by the City Council. The duties of the post are to give to the local authority and to (a) The local authorities or bodies for which the Chief Executive is Chief Executive, and (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies referred to in sub-paragraph (a) of this paragraph under the general direction and control of the Chief Executive or of such officers as the Chief Executive may from time to time determine, such appropriate computing, technical, management, administrative, executive, supervisory, advisory and ancillary services as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to them by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the post will, if required, act for an officer of a higher level. SELECTION PROCESS • Posts of Executive Health and Safety Officer will be filled from this publicly advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dublin City Council. • Candidates should note that the information provided by them in their application form and assessment questions will form the basis on which eligibility and short listing is conducted. • Dublin City Council reserves the right to undertake eligibility and / or shortlist candidates in the manner it deems most appropriate. • A panel may be formed on the basis of interviews. A candidate whose name is on a panel and who satisfies the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, subject to the appropriate Department of Housing, Local Government and Heritage sanction, be appointed as an appropriate vacancy arises. • The life of the panel shall be for a period of one year from the date of its formation. • Dublin City Council shall require any person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. SHORTLISTING Dublin City Council reserves the right to shortlist candidates to proceed to the interview stage of the competition. Shortlisting of candidates will be on the basis of information supplied on the Application Form, in conjunction with the answers given in the assessment question(s). It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The shortlisting process will provide for the assessment of each applicant’s application form against predetermined criteria that reflect the skills and depth of experience considered to be essential for a position at this level. INTERVIEW The interview will be competency based and marks will be awarded under the following competencies; • Management & Change • Delivering Results • Performance through People • Personal Effectiveness • Knowledge, Skills & Experience Please see page 9 of the Candidate Information Booklet for more details. SALARY The salary scale for the position of Executive Health & Safety Officer is; €59,658; €61,829; €64,000; €66,175; €68,349; €70,521; €72,696; €74,857; €77,043; €79,209; (Maximum); €81,706 (1st LSI) (after 3 years satisfactory service on the Maximum); €82,929 (2nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving public service employee on or after 1st January 2011, will enter the scale for the position at the minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Under the Public Service Stability Agreement 2013, the working hours for newly appointed/promoted staff are 35 hours per week. All applicants must refer to the Additional Candidate Information Booklet which can be found at https://careers.dublincity.ie for additional relevant information pertaining to the salary scale and the recruitment process. PARTICULARS OF POSITION (a) The post is permanent, whole time and pensionable. (b) Dublin City Council reserves the right to, at any time, assign an employee to any Department now or in the future. (c) A period of one year’s probation applies where a person is permanently appointed to Dublin City Council. CITIZENSHIP Candidates must, by the date of application be; a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway, or b) A citizen of the United Kingdom (UK), or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons, or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa, or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa, or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. Dublin City Council welcomes all nationalities and ethnic backgrounds to join its diverse workforce and we hereby reserve the sole discretion to vary the above requirements from time to time subject to the business needs and staffing requirements. IRISH PROFICIENCY As part of our ongoing commitment to support the Irish language, our leadership on the Gaeilge365 programme and to comply with the Official Languages (Amendment) Act 2021, we are gathering information on candidates’ capacity to speak Irish. Under this legislation, public bodies are required to ensure that 20% of new recruits are capable of performing their duties through Irish by 2030. While this position is not an Irish language speaking role, we are asking all applicants to indicate their current level of Irish language ability. This information will be used for workforce planning purposes only and will not form part of the selection process for this competition. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS • The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Dublin City Council to ensure that any work or activity which is carried out by a person, a necessary and regular part of which consists mainly of a person having access to, or contact with children or vulnerable persons, will be the subject of Garda Vetting. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • Any attempt by a candidate themselves or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any employee of the City Council or person nominated by the City Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought. • It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection / interview process e.g. through social media or any other means, may result in a candidate being disqualified from the competition. • Dublin City Council does not allow the unsanctioned use of any type of recording equipment on its premises. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. • An applicant who is found to be ineligible at any stage of the competition will not be further considered. Provision of inaccurate, untrue or misleading information will lead to disqualification from the competition, withdrawal of employment offer or dismissal. • A candidate who does not attend for interview when and where required by the City Council, or who does not, when requested, furnish such evidence as the City Council requires in regard to any matter relevant to their candidature, will have no further claim to consideration. • The City Council will not be responsible for any expenses candidates may incur in connection with their candidature. • The onus is on the candidate to keep a regular check on their Email Account as email notifications of updates may sometimes be filtered into Junk/Spam email folders. Dublin City Council accepts no responsibility for communication not accessed or received by an applicant.
Housing Estate Liaison Officer
Galway City Council has an exciting opportunity for the role of Housing Estate Liaison Officer and is inviting applications from suitably qualified persons for the above competition. The successful candidate will form part of the Housing Services team in the Social Development Directorate and will report to the Director of Service or such officer or offices of Galway City Council that the Chief Executive or Director of Service may designate for this purpose. DUTIES AND RESPONSIBILITIES The holder of the post will perform duties, as may be assigned from time to time, involving the facilitation, implementation and promotion of the policies and objectives of Galway City Council’s Housing Department, with a focus on tenant support and engagement, estate management and anti-social behaviour. The role will involve direct liaison with tenants, social housing applicants, residents’ associations and community groups. The post holder will be expected to have a close working relationship with council staff across all sections and have the ability and experience to liaise and work effectively with other statutory and voluntary agencies. Duties shall include but are not limited to:- ESSENTIAL QUALIFICATIONS FOR THE POST 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: i. A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or ii. A citizen of the United Kingdom (UK); or iii. A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or iv. 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 v. 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 vi. 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 4. Education, Training, Experience, etc. Each candidate must, on the latest date for receipt of completed application forms: (1) (a) Have obtained at least Grade D (or a pass), in Higher or Ordinary level, in five subjects (or four subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, AND (b) Have obtained at least Grade C (or Honours) in Higher Level (or Honours) papers in three subjects in that examination (or two subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics), or, (2) Have obtained a comparable standard in an equivalent examination, or, (3) Hold a third level qualification of at least degree standard. Driving Licence Requirement Applicants should at the date of applying hold a full unendorsed valid Irish /EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence, (Link below). https://www.ndls.ie/help/faq.html#exchange-of-foreign-driving-licences *Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document. Desirable: It is desirable that candidates should have the following: · A qualification in community development, social housing, estate management or other relevant discipline (not essential). · A good knowledge of relevant legislation, particularly that relating to the management of antisocial behaviour. · Be highly motivated. · Strong interpersonal, communication, organisational and negotiating skills, with the ability to develop effective working relationships with staff and local communities. · Ability to work on their own initiative and as part of a team, as required. · A satisfactory knowledge of the background to, and policies governing, the provision of social housing. · An awareness and understanding of issues relating to estate management. · Ability to work directly with a diverse range of agencies and bodies. Each candidate must include on the application form details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc. COMPETENCIES FOR THE POST Key Competencies for the post are given in the table below. Candidates will be expected to demonstrate sufficient evidence within their application form and at interview of competence under each of these headings. Management & Change · Effectively and efficiently manages resources in compliance with all governance protocols. · Demonstrates creativity and innovation to secure successful outcomes · Effectively manages the introduction of change; · Fosters a culture of innovation and creativity in employees and overcomes resistance to change. · Has a clear understanding of the political reality and context of the local authority. Performance Through People · Leads and motivates staff and provides clear direction to others inspiring high standards of performance. · Identifies, manages and deals with escalated issues of unacceptable or poor performance and conflict to reach beneficial solutions and positive outcomes in line with HR and procedure policies. · Leads by example in terms of commitment, flexibilityand a strong customer service ethos. Delivering Results · Demonstrates flexibility and an openness to change. · Challenges the status quo to see how systems, processes and practices may be improved. · Can work with multiple stakeholders to implement change · Implement change in an orderly and determined manner. · Recognises that people react differently to change and manages this accordingly · Understand the need for change and get this across persuasively to others. · Make a positive case for change and elicit commitment from others. Personal Effectiveness · Keeps up to date with current developments, trends and best practice in their area of responsibility. · Demonstrates the required specialist knowledge, understanding and training for the role. · Demonstrates appropriate and positive self confidence. · Remains calm under pressure and values the wellbeing of self and others by managing stress levels and work-life balance. · Is enthusiastic about the role and sets challenging goals to achieve high quality outcomes. · Manages time and workload effectively and can operate in an environment with significant complexity and pace. · Maintains a positive, constructive and enthusiastic attitude to their role. Candidates will also be assessed at interview on the basis of how they demonstrate their Knowledge, Experience and Skills Knowledge, Experience and Skills · Knowledge and understanding of the structure and functions of local government including service requirements. · Knowledge of current local government issues. · Understanding of the role of a Housing Estate Liaison Officer. · Understanding key challenges facing the local government sector and Galway City Council. · Knowledge and experience of operating ICT systems. PRINCIPAL CONDITIONS OF SERVICE Type of Post Future relevant permanent and temporary posts will be filled from the panel(s) formed. The post(s) will be whole-time, permanent/temporary and pensionable. Remuneration The annual salary (Circular EL 07-2025, Revised Local Authority Scales Operative from 1st August 2025) is as follows: (Analogous to pay scale of Staff Officer) Point 01/08/2025 1 €51,722 2 €53,266 3 €54,844 4 €56,454 5 €58,076 LSI 1 €59,967 LSI 2 €61,865 IMPORTANT NOTE: Candidates should note that the starting salary is not subject to negotiation . Entry into the pay scale above the minimum point will only apply to existing public servants in the context of the relevant Government Pay Circulars. Candidates who are not covered by such Circulars will enter the pay scale at the minimum point i.e. €51,722 The rate of remuneration may be adjusted from time to time in line with Government pay policy. The holder of the office 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 office or in respect of services which they are required by or under any enactment to perform. Probation: (a) there shall be a period after such appointments take effect during which such persons shall hold the position on probation, (b) such period shall be 12 months but, the Chief Executive may at their discretion extend such period, (c) such persons shall cease to hold the position at end of the period of probation unless during such period, the Chief Executive has certified that the service of such persons is satisfactory. Hours of Duty The person appointed will be required to work a 35 hour week. The successful candidate will be required to log their hours of work in accordance with the requirements of the Organisation of Working Time Act, 1997 and will be required to co-operate with the use of technologies to record such hours. Annual Leave: The annual leave entitlement will be 30 days per annum. Residence: Holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Work Permit All non-EU/EEA citizens must hold a valid work permit prior to and for the duration of their contract. The work permit must allow you to work full time for Galway City Council. It is the responsibility of individual employees to ensure that you have a valid work permit. If at any stage during your contract you cease to hold a valid work permit you must immediately advise Galway City Council and your employment will cease with immediate effect. Outside Employment: The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. Driving Licence: Applicants should at the date of applying hold a full unendorsed valid Irish /EU licence, for Class B vehicles, or a licence acceptable to NDLS for transfer to full Irish licence, The successful candidate will be required to provide their own transport. Expenses incurred in work related travel will be recompensed in line with departmental circulars. Garda Vetting: The successful applicant may be required to undergo Garda Vetting prior to appointment. Superannuation Contribution: Persons who become pensionable officers of a local authority, who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of the State Pension Contributory). Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required, in respect of their superannuation, to contribute to the local authority at the rate of 5% of their pensionable remuneration. Widows & Orphans/ Spouses & Children’s Scheme All persons who become pensionable officers of a local Authority are required, in respect of the Local Government (Spouses and Children’s Contributory Pension) Scheme, 1986, 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 State Pension contributory) in accordance with the terms of the Scheme. New Entrants From 1st January 2013 – Single Public Services Pension Scheme FOR NEW ENTRANTS recruited on or after 1st January, 2013 as well as former public servants returning to the public service after a break of more than 26 weeks. The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 applies to your employment. Members of this Scheme are required in respect of superannuation to contribute at the rate of 3% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension contributory) and you are liable to pay the Class A rate of PRSI contribution. Retirement Age: Retirement age will be determined on previous Public Sector Service (if any) and will be advised on appointment. Former Public Service Employees Eligibility to compete may be affected where applicants were formerly employed by the Irish Public Service and previously availed of an Irish Public Service Scheme including: · Incentivised Scheme for Early Retirement (ISER) · Department of Health and Children Circular (7/2010) · Collective Agreement: Redundancy Payments to Public Servants Applicants should ensure that they are not precluded from re-engagement in the Irish Public Service under the terms of such Schemes. This is a non-exhaustive list and any queries should be directed to the applicant’s former Irish Public Service Employer in the first instance. Declaration Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. 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. Offer of Appointment Galway City Council shall require persons to whom an appointment is offered to take up such appointment within a period of not more than one month from the date on which the offer is made. If they fail to take up the appointment within such period, or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. All appointments are subject to receipt of satisfactory references and candidates may be required to produce documentary evidence of qualifications or experience claimed in their applications Applications must be made on the official application forms and all sections must be completed in full. When completing the application form accuracy is essential as it will be used as a computer input document. The information you supply in the application form will play a central part of the short listing process. Galway City Council’s decision to include you on the shortlist of candidates going forward to stage two of the process may be determined based on this information. Where, by reason of the number of persons seeking admission to the competition and the standard of knowledge, training or experience in general of such persons, Galway City Council consider that it would be reasonable not to admit all the persons to the competition, Galway City Council may admit to the competition only persons who appear likely to them to attain in the competition a standard sufficient for selection and recommendation for appointment. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that Galway City Council are satisfied that such person fulfils the requirements of the Regulations 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 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 these essential entry requirements but nevertheless attend for interview you will be putting yourself to unnecessary expense, as Galway City Council will not be responsible for refunding any expenses incurred.
Brigade Personnel
Appointments A panel may be formed on the basis of interviews, from which any offers of employment may be made. Following appointment, an initial probationary period of 1 year will apply, during which there will be ongoing quarterly reviews of performance and the period may be extended at Kerry County Council’s discretion. The person appointed will cease to be employed at the end of his/her period of probation unless his/her service during that period is satisfactory. The employment is permanent, part-time, and pensionable and is subject to the terms and conditions of national agreements pertaining to the Retained Fire Service. It shall be a condition of the offer of employment that the successful candidate shall agree to be bound by the terms and conditions attaching to the position – a full copy of which will be made available with any offer of employment. Salary Personnel are paid an annual inclusive allowance as follows: Year 1 €16,190 Years 2–4 €17,192 Years 5–7 €18,428 Year 8+ €19,555 Increments are payable subject to satisfactory overall performance, attendance, etc. Annual Leave Each Fire fighter must avail of 28 days annual leave per calendar year (excluding public holidays) on a pro-rata basis. The taking of annual leave should be equally divided between Rostered-On and Flexible working weeks. Availability Based on an annual 52 weeks, excluding 4 weeks annual leave, Retained Fire fighters will be required to be available and attend alerts 24 weeks in the year on a Rostered-On basis. Across the other 24 weeks where a Retained Fire fighter is rostered Flexible they can, if they so wish, attend incidents. Rostered-On Crew members are required to attend all incidents during periods where they are Rostered-On. In the event of occasional unavoidable absence of one rostered member for part of his/her week, it is the responsibility of the rostered member to arrange cover for the period of his/her absence with an available (off duty) member. This agreement has to be notified and agreed with the Station Officer or Sub-Station Officer in advance in order to guarantee that the Station Officer is in a position to ensure that the minimum manning levels for each station are met before any cover arrangement can be approved. Flexible Crew members who are rostered Flexible have the option to attend incidents if they so wish, but are not required to do so in the period. They can also provide cover for Rostered-On crew members by arrangement where pre-notified and agreed by the Station Officer or their alternate. Retained Fire fighters must normally reside and work in the town where the Brigade is located and in such a proximity to the Fire Station which will allow him/her to respond and attend at incidents in accordance with maximum response times. The current target mobilisation time is five minutes for emergency fire service response. It is necessary that appointees be released from their normal employment on the occasions that attendance at incidents demands such release. Changes of residence or workplace must be notified in writing to the Chief Fire Officer and failure to do so may result in termination of employment as a Retained Fire Fighter. Any change of residence or place of work that puts the Fire-Fighter at a distance or turnout times more than that permitted by the Chief Fire Officer from the Fire Station or to a location unacceptable to the Chief Fire Officer will result in termination of employment as a Fire Fighter. The Council may at its discretion, prior to employing any qualified candidate, seek appropriate evidence as to the availability of such person to fulfil the duties of this position. The Person Reporting to the Chief Fire Officer, or such other person as may be assigned from time to time by the Chief Executive, each candidate who accepts employment must be prepared to accept any risks involved and to fulfil, to the best of his/her ability his/her duty as a member of this County Fire Service in the saving of life, the fighting of fires and the saving of property. Character Each candidate must be of good character. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. A Fire fighter must maintain a good level of physical fitness and shall partake in the Occupational Health Scheme for Members of the Retained Fire Service. He/She will be required to undergo a periodic medical assessment(s) by a medical examiner(s) nominated by Kerry County Council in accordance with the Scheme. Kerry County Council may also at any time require any appointee to undergo such medical assessment(s) by medical examiner(s) as nominated by Kerry County Council as deemed necessary. Payment of a medical examiner(s) fees will be made by Kerry County Council for the above examinations. Kerry County Council shall not be responsible for any expense involved in having any medical issues discovered pertaining to a medical examination remedied. Retention in the employment will depend on satisfactory reports by medical examiner(s) and the general condition above as to health. The normal retirement age for Retained Fire fighters is 55 years of age. There is however an option to continue working for a limited period up to 62 years of age, subject to satisfactory medical assessment under the Occupational Health Scheme. No extension beyond 62 years of age will be granted. 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 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 Duties & Responsibilities The key duties and responsibilities of the post of Retained Fire fighter include: · being available and capable at any time when Rostered-On for attendance at fires or other types of incidents; · operating within the Rostered-On/Flexible duty roster as outlined and as required by Kerry County Council; · being responsible for fire fighting or other emergency work as appropriate in an efficient and orderly manner under the direction of the officer-in-charge; · reporting under the immediate control of the Station Officer of the Brigade to which they are attached; · inform and seek approval when required of the Station Officer for any intended departure at any time from their Station ground; · attending regularly the scheduled and any special drills; · attending such training courses, seminars or special training courses as required; · carrying out duties on the maintenance of the fire station, appliances and equipment as directed; · accepting whatever alerter facilities are provided from time to time; · carrying out such other duties appropriate to the position as assigned. Format of the Competition Following the closing date for receipt of completed application forms, Kerry County Council will examine all applications. Shortlisting may apply depending on the number of applications received. Any position held on a Panel formed will be subject to both interview and a practical induction assessment. The practical induction assessment will involve assessment under the following criteria: Claustrophobia, Heights, Dexterity, Strength, Stamina and basic Literacy and Mathematic skills. Candidates will be required to pay any expenses incurred in attending the interview and one-day suitability course. Any final offer of employment will be subject to successful completion of a further six weeks training programme consisting of: Ø 3 Week Recruit Induction Course – QQI Level 6 Accredited Ø 2 Week Initial Breathing Apparatus Wearers Course – QQI Level 6 Accredited Ø 1 Week Compartment Fire Behaviour Training Course – QQI Level 6 Accredited Failure to attend and successfully pass these courses will result in withdrawal of any provisional offer of employment. Interview Candidates invited to attend for interview will be expected to demonstrate: · Knowledge and understanding of the role of the Fire Service · Relevant experience · Relevant training or prior learning · Supervisory Skills or Potential · Flexibility or Adaptability · Interpersonal or Communication Skills Candidates will be assessed and marked on how they demonstrate their knowledge, skills and experience at interview. General Information Kerry County Council will not be responsible for any expenses incurred by candidates. Any offer of employment will be subject to verification of information, medical examination, references and Garda vetting where appropriate. Provision of inaccurate or misleading information will result in disqualification, withdrawal of offer or dismissal. Any attempt to canvass or influence the recruitment process will result in automatic disqualification.
Business Manager
Purpose of the Role The purpose of this post is to effectively support the work of the Area Manager/Senior Manager in all matters pertaining to Child and Family Services within the Service Area. Reporting Relationship The post holder will report to the relevant Area Manager or designated manager. Duties and ResponsibilitiesMain Duties and Responsibilities • Manage the interface with the Area Manager’s Office and the various services within the area to facilitate good communication and understanding of respective roles. • Manage the interface between the Area Manager’s Office and the management team and provide a high level of administrative support as required. • Help establish and maintain links between Tusla and HSE colleagues to support service delivery. • Take special responsibility for meeting deadlines for internal and external communications, including HIQA. • Support the Area Manager in lead roles across the service area and nationally, including setting and delivering strategic objectives as required. • Promote and participate in the implementation of change management programmes. • Be responsible for the day-to-day management and oversight of administrative support staff within the area. • Be responsible for financial arrangements and regulations required to manage and oversee the Area’s commissioning processes, Service Level Agreements, and C&AG audits. • Support commissioners in compliance and governance, ensuring contracts and Service Level Agreements are in place, bi-annual metrics are completed, and Service Level Agreement review meetings are attended. • Manage capital and minor projects and oversee maintenance of premises in conjunction with Estates and service managers. • Manage Area Estates and ancillary functions. • Provide support regarding Estates, ICT, Procurement, and Capital Developments as required. • Coordinate and prepare for statutory inspections in conjunction with social work teams, in line with HIQA Child Protection and Welfare and Foster Care Standards. • Demonstrate the ability to work on one’s own initiative. • Coordinate all Parliamentary Questions (PQs) and public representative requests received within the region, provide regional oversight of responses, and liaise with the National Office as appropriate. • Work with the Area Quality, Risk and Service Improvement Manager to progress the quality and improvement agenda within the region. • Assist in the management and oversight of the Area’s compliance with Health and Safety legislation. • Create a positive working environment that maintains and enhances effective working relationships. • Undertake projects as delegated by the Area Manager. • Assist in the development, implementation, and monitoring of service plans. • Keep up to date with policy and legislative developments relevant to the post. Education and Training • Maintain standards of practice and professional knowledge through continuous professional development and attendance at relevant courses. • Engage in career and professional development planning. • Oversee the provision of a framework to promote staff development and training, making recommendations regarding ongoing education, mentoring, training, and in-service needs of the inspection and monitoring team. Human Resources • Ensure policies and procedures are documented and understood by staff within the assigned section. • Support the preparation and issuing of office documentation, including correspondence and reports, to the highest possible standard by monitoring and reviewing team output for quality and accuracy. • Promote a workplace culture that values diversity and respect. • Assist with leadership and motivation to support positive staff relations and effective work performance. • Where appropriate, establish and maintain records of attendance, statistical information, annual returns, and other requested information. • Work as part of a team and ensure all members are treated with dignity and respect. • Participate in the recruitment, retention, development, training, and ongoing assessment of staff. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice, and adhere to relevant legislation, regulations, and standards. • Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the service, including National Standards for Child Protection and Care, and comply with associated Tusla – Child and Family Agency protocols. • Support, promote, and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low-carbon, and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved. The post holder may be required to perform other duties as appropriate to the post and to contribute to the development of the post while in office. Eligibility CriteriaQualifications and/or Experience Applicants must, by the closing date of application, have the following: • At least two years’ administrative experience relevant to the role. And • At least three years’ management experience, including managing staff, budgets, and general administration. And • Sufficient administrative capacity to discharge the functions of the role. Health Candidates must be fully competent and capable of undertaking the duties of the office and be in a state of health that indicates a reasonable prospect of rendering regular and efficient service. Character Each candidate must be of good character. Skills, Competencies and/or KnowledgeTusla Leadership Competency Framework The Tusla Leadership Competency Framework outlines the behaviours required for effective performance across all levels of the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities, and other characteristics required for effectiveness, regardless of role or rank. The Tusla Leader Framework relevant to this role is Leading Others . Applicants should access the Leading Others link to familiarise themselves with the impact of this proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities, and criteria for this role. Other Requirements of the Role • Access to appropriate transport, as the post may involve travel. • Awareness of children and young people’s participatory practice. Application ProcessCampaign-Specific Selection ProcessShortlisting / Interview The online application system has a time-out facility to protect user privacy. This activates if the application remains dormant for over 60 minutes. Any unsaved work will be lost and cannot be recovered. Candidates are advised to draft their applications outside the system and copy and paste responses into the online application form once complete. Upon full submission, a confirmation email will issue to the applicant’s profile. If no confirmation email is received, the application has not been successfully submitted. AI-generated content must not be used in applications. Tusla reserves the right to assess whether content has been created by AI in part or in whole. Use of AI may result in disqualification from the recruitment process. Shortlisting may be conducted based on information provided in the application, aligned with the eligibility criteria and the skills, competencies, and knowledge requirements. Failure to address these requirements may result in exclusion from the next stage of the process. Candidates successful at shortlisting will be invited to interview. Tenure The current vacancies are permanent and whole-time. The posts are pensionable. A panel may be formed to fill permanent and specified-purpose vacancies on a full-time or part-time basis. The tenure of each post will be outlined at the expression of interest stage. Appointments are governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole-time equivalent of this post is: 01/08/2025: €60,013, €61,479, €63,192, €64,911, €66,636, €68,176, €69,745, €71,272, €72,788, €75,397, €78,015 (LSIs) Long Service Increments (LSIs) are represented by emboldened figures: • 1st LSI after three years on the maximum • 2nd LSI after three years on LSI 1 • 3rd LSI after three years on LSI 2 (where applicable) The appointee will commence on the first point of the salary scale. Incremental credit may be awarded for certain types of relevant experience (see Appendix 5). Entry is at the minimum point of the scale and is not subject to negotiation. Remuneration may be adjusted in line with Government pay policy. Different terms and conditions may apply where the appointee is a serving civil or public servant. Working Week The standard working week is 35 hours. Annual Leave Annual leave entitlement is 30 days per annum. Superannuation This is a pensionable position. The successful candidate will become a member of the appropriate pension scheme, as outlined in the contract of employment. Probation A probationary period of 39 weeks applies, or a proportion thereof for fixed-term or specified-purpose contracts. This may be extended by up to nine weeks at management discretion. Confirmation of appointment is subject to successful completion of probation. Where a probationary period has already been completed with Tusla, the HSE, or a Local Authority and there is no break in service, no further probation will apply.
National Finance - Travel Coordinator
Duties and Responsibilities Main Duties and Responsibilities • Support Travel and Subsistence (T&S) Checkers, Verifiers, Claimants, Line Managers, Regional Finance Managers, and Director’s administration teams nationwide in Tusla. • Monitor the Travel Policy email account and respond to queries with reference to Tusla Financial Regulations (TFR-02) and Department of Public Expenditure, NDP and Reform requirements. A good working knowledge of the National Financial Regulations used by Tusla is desirable. • Respond to queries and requests for information from both Internal Audit and the Comptroller and Auditor General (C&AG) year-end audit. • Draft all Standard Operating Procedure (SOP) documents where required and T&S training material. • Support the updating of relevant Tusla Financial Regulations, when necessary, in adherence to Department of Public Expenditure, NDP and Reform requirements and to support financial processes. • Provide updates where required to all Tusla staff nationwide regarding changes in legislation, financial or government regulations, and travel and subsistence rules. Knowledge of relevant legislation is desirable, along with the ability to remain current in a dynamic legislative environment. • Co-operate with developments and use of information technology, particularly SAP HR Payroll, HR/Payroll Self Service System, and advanced Excel. • Demonstrate excellent Microsoft Office skills, including Word, PowerPoint, and advanced Excel (including Pivot Tables, VLOOKUP, etc.), including downloading data from multiple sources, manipulating data, and generating reports. • Prepare monthly T&S Expenditure Reports for Regional Finance Managers. • Prepare various monthly payroll SAP HR/SAP IFMS reconciliations related to T&S. Detailed working experience with IT systems such as HSE My Self Service, SAP HR, and IFMS is desirable, along with the ability to learn new technologies. • Produce ad hoc reports as required. • Liaise appropriately with and assist other Tusla Directorates in relation to oversight requirements. • Liaise with key stakeholders in the travel and subsistence process to maintain a sound system of internal control. • Carry out checking, validation, analysis, and reconciliations on payroll transactions and key payroll T&S-related data. • Develop and provide T&S training and support using MS Teams and MS PowerPoint. • Assist with time and attendance entry, specifically weekly entry deadlines, in a timely and effective manner. • Maintain confidentiality of documents received within Finance. • Ensure records are accurately stored and readily available. • Organise, attend, and take minutes at meetings as required. • Collect and manage required data and metrics where required. • Carry out other duties as determined by the Section Grade VIII National Finance Payroll Manager. Health and Safety • Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice, and adhere to relevant legislation, regulations, and standards. • Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the service, for example National Standards for Child Protection and Care, and comply with associated Tusla – Child and Family Agency protocols for implementing and maintaining these standards as appropriate to the role. • Support, promote, and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low-carbon, and efficient health service. The above Job Description is not intended to be a comprehensive list of all duties involved. Consequently, the post holder may be required to perform other duties as appropriate to the post, which may be assigned from time to time, and to contribute to the development of the post while in office. Eligibility CriteriaQualifications and/or Experience Applicants must, by the closing date of application, have the following: • Be in current employment with Tusla – Child and Family Agency, the HSE, or other statutory health agencies, or a body providing services on behalf of the HSE under Section 38 of the Health Act 2004, or a body providing services on behalf of Tusla under Section 56 or Section 59 of the Child and Family Act 2013. • Have at least two years’ administrative experience relevant to the requirements of the role. • Have experience working collaboratively with multiple internal and external stakeholders and customers, as relevant to this role. • Have excellent proficiency in Microsoft Office, with advanced skills in Excel (including Pivot Tables, VLOOKUP, etc.). • Possess sufficient administrative capacity to discharge the functions of the grade/post. Health A candidate for, and any person holding, the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health that indicates a reasonable prospect of the ability to render regular and efficient service. Character Each candidate for, and any person holding, the office must be of good character. Skills, Competencies, and/or KnowledgeTusla Leadership Competency Framework The Tusla Leadership Competency Framework describes the behaviours that are key to Tusla colleagues being effective in the execution of their role at all levels within the Agency. The competencies and associated behavioural descriptors capture the transversal knowledge, skills, abilities, and other characteristics required for effectiveness, regardless of role or rank. The Tusla Leader Framework relevant for this role is Leading Others . Applicants should access the Leading Others link to familiarise themselves with the impact of this proficiency for Tusla. The competency of Professional Knowledge is specifically linked to the duties, responsibilities, and criteria for this role. Other Requirements of the Role • The post holder will require access to appropriate transport, as the post may involve travel. • Have awareness of children and young people’s participatory practice. Application ProcessCampaign-Specific Selection ProcessShortlisting / Interview The online application system has a time-out facility to protect user privacy. This activates if the application is dormant for over 60 minutes. Any work not saved will be lost and cannot be recovered. Candidates are advised to draft their applications outside the system and copy and paste their responses into the online application form once complete. Upon full submission, a confirmation email will be sent to your profile. If you do not receive this email, your application has not been submitted successfully. AI-generated content must not be used in your application. Tusla reserves the right to assess whether content has been created by AI in part or in whole. Use of AI may result in disqualification and exclusion from the recruitment process. Shortlisting may be carried out based on the information provided in the application, in line with the eligibility criteria and the skills, competencies, and knowledge required for the post. Failure to include relevant information may result in not being called forward to the next stage. Candidates successful at the shortlisting stage will be invited to interview. Tenure The current vacancy is permanent and whole-time. The post is pensionable. A panel may be created for the purpose of filling this position, which will cease once the appointment is made. Appointment as an employee of the Child and Family Agency is governed by the Child and Family Agency Act 2013 and the Public Service Management (Recruitment and Appointments) Act 2004. Remuneration The salary scale for the whole-time equivalent of this post is: 01/08/2025: €51,718, €53,265, €54,843, €56,456, €58,078, €59,969, €61,866 (LSIs) Long Service Increments (LSIs) are represented by emboldened figures. • 1st LSI is paid after three years on the maximum • 2nd LSI after three years on LSI 1 • 3rd LSI after three years on LSI 2 (where applicable) The appointee will commence on the first point of the salary scale. Incremental credit may be granted for certain types of relevant experience (see Appendix 5). Entry is at the minimum point and is not subject to negotiation. Remuneration may be adjusted in line with Government pay policy. Different terms and conditions may apply if the appointee is a serving civil or public servant. Working Week The standard working week for this post is 35 hours. Annual Leave Annual leave entitlement is 30 days per annum. Superannuation This is a pensionable position. The successful candidate will become a member of the appropriate pension scheme, details of which will be provided in the contract of employment. Probation A probationary period of 39 weeks applies, or a proportion thereof for fixed-term or specified-purpose contracts. This may be extended by up to nine weeks at management discretion. Confirmation of permanent appointment is subject to successful completion of probation. Where a probationary period has already been completed with Tusla, the HSE, or a Local Authority, and there is no break in service, no further probation applies.
