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Sort by: relevance | dateGeneral Operative
THE JOB General Operatives play a key part in frontline service delivery. The role is likely to be outdoors, operational and manual. General Operatives are expected to carry out their duties in an enthusiastic manner that enhances public trust and confidence in Dun Laoghaire-Rathdown County Council. Although General Operatives are directly supervised, they are required to demonstrate a flexible approach and the ability to work effectively in teams. Their duties will vary according to the requirements of the Department to which he/she is assigned. THE IDEAL CANDIDATE SHALL: • Be committed to and conscious of providing a professional service both to internal and external customers; • Have satisfactory experience relative to the duties outlined for General Operatives; • Possess good organisation skills; • Have an ability to work on own initiative, in an independent environment and without constant supervision; • Have an ability and willingness to learn and execute new skills and participate in appropriate training courses where required. IT IS DESIRABLE THAT THE IDEAL CANDIDATE SHALL: • Have a current unendorsed category B or C Driving License; • Have completed manual handling training and possess a current and valid Safe Pass Registration Card; • Have basic computer skills QUALIFICATIONS The declared qualifications for the post of General Operative, Dun Laoghaire Rathdown County Council, are set out hereunder:- 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. For the purpose of satisfying the requirement as to health, it will be necessary for each successful candidate, before they are appointed, to undergo at their expense, a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up employment, the expense of the medical examination will be refunded to the candidate. 3. EDUCATION, TRAINING, EXPERIENCE, ETC. Each candidate must, on the latest date for receipt of completed application forms: (a) have attained such a standard of education as would enable the candidate to carry out efficiently the duties of the position; (b) have a good knowledge of the services provided by Dun Laoghaire-Rathdown County Council; (c) have an ability to work within a team and the ability to motivate and encourage team members to achieve maximum performance; (d) possess good communication and customer awareness skills; (e) have a willingness to learn and aptitude to use all new technology and information systems and have a natural aptitude for the use of equipment; (f) have a good knowledge and awareness of Health and Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. JOB SPECIFICATION 1. The office is wholetime, permanent and pensionable. A panel will be formed from which permanent and temporary appointments will be made. 2. SALARY: The weekly wage scale for the position of General Operative, Dun Laoghaire-Rathdown County Council is: €559.81 - €574.87 - €612.24 - €614.82 - €617.40 - €619.95 - €622.52 - €625.08 - €627.68 - €630.22 - €630.22 - €630.22 - €630.22 - €632.42 - €634.98 (rate at 1st October 2024) An eating on site and travelling allowance may also be applicable. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at the minimum point. Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Planning and Local Government. Rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the Local Authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of any services, which they are required by or under any enactment to perform. 3. DUTIES: The duties of the General Operative, Dun Laoghaire-Rathdown County Council, will be consistent with the services provided by the department/ section to which he/she is assigned and shall include: • Implementing the Dun Laoghaire-Rathdown County Council’s work programmes to the agreed standard consistently; • Delivering services in a manner that enhances public trust and confidence in Dun Laoghaire-Rathdown County Council; • Carrying out operational/ manual work at the instruction of supervisors, which is likely to involve working outdoors and at times in adverse weather conditions; • Co-operating with the varied nature of the role and working to achieve departmental goals and priorities in a flexible manner; • Delivering operational services as required by the employing department; • Contributing to the management of public spaces, reporting issues that need to be addressed and supporting with the Council’s broader objectives; • Working effectively as part of a team/crew; • Taking responsibility for on-site Health and Safety issues; • Implementing all Health and Safety regulations and other relevant regulations in the workplace as required; • Submitting any report, whether written or verbal, as and when instructed by his/her supervisor; • Using new technology when required; • Undertaking any course of training, organised by the Council, which he/she is designated to attend; • If assigned to another team/crew in the future, carrying out duties related to such team/crew. 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 Inspector, 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 him or her by the Chief Executive from time to time. 4. UNIFORM/PERSONAL PROTECTIVE EQUIPMENT (PPE): As a condition of employment the holder of the post will be required, at all times when on duty, to wear such uniform and /or items of personal protective equipment as are specified from time to time by Dun Laoghaire-Rathdown County Council. 5. SUPERANNUATION CONTRIBUTION: Persons who become pensionable officers / employees 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 Local Authority at 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 social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children). 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. All persons who become pensionable officers / employees of a Local Authority will be required in respect of the Spouses and Children’s Contributory Pension Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. RETIREMENT: New Entrants recruited to the Public Service on or after 1 January 2013 Pensionable public servants (new joiners) recruited to the Public Service for the first time on or after 1 January 2013 (the commencement date of the Single Scheme) will be members of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Pension age Minimum pension age is linked to the State Pension age which is currently 66 but may be subject to change. Compulsory retirement age Scheme members must retire at the age of 70. In all other cases, staff recruited on or after 1 January 2013 who were employed in the Public Service on 31 December 2012 or within a period prior to 31 December 2012 not exceeding 26 weeks will retain their existing pension scheme terms and conditions. In certain circumstances, e.g. where the public servant was on secondment or approved leave or remains on the same contract of employment, the 26-week rule does not apply. 6. HOURS OF WORK: The General Operative, Dun Laoghaire-Rathdown County Council, will be required to work 39 hours per week. The holder of the position may also be required to work outside his/her assigned hours of duty. Any work, which the holder of the post is authorised or required to do after completion of a normal day’s work will be paid at the rates as agreed and appropriately sanctioned, or whatever alternative arrangement is applicable. 7. PROBATION: When a person is not already a permanent officer of a Local Authority in the Republic of Ireland and is appointed to a permanent office the following provisions shall apply, that is to say a) There shall be a period after such appointment takes effect during which such person shall hold office on probation; b) Such period shall be one year but the Chief Executive may, at her discretion, extend such period; c) Such person shall cease to hold such office at the end of the period of probation unless, during such period, the Chief Executive has certified that the service of such person in such office is satisfactory. 8. ANNUAL LEAVE: Annual leave entitlement for the position of Driver Road Sweeper is 24 days per annum in accordance with Department of Environment, Community and Local Government Circular LG(P) 07/2011. Prior authorisation is essential before annual leave is taken. The granting of annual leave at any particular time is always subject to the requirements of the council and all annual leave is liable to suspension during periods of exceptional pressure. The final decision in allocating leave rests with Management. 9. LOCATION & RESIDENCE: Holders of the office shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Dun Laoghaire-Rathdown County Council reserves the right to assign Employees to any premises in use by the Council, now or in the future subject to reasonable notice. 10. RECRUITMENT: Pursuant to article 8 of the Local Government (Appointment of Officers) Regulation, 1974, the Minister has given directions as follows: i. Selection of candidates for appointment shall be by means of a competition based on an interview conducted by, or on behalf of the Local Authority. The County Council will not be responsible for any expenses a candidate may incur in attending for interview. The merits of candidates shall be assessed by reference to their suitability for appointment, general knowledge and intelligence with extra credit for educational qualifications and experience of value, if any. ii. DLRCC reserves its right to shortlist candidates, in the manner it deems most appropriate, to proceed to the interview stage of the competition. Shortlisting will be completed on the basis of information supplied on the application form and the likely number of vacancies to be filled. It is therefore in your own interest to provide a detailed and accurate account of your qualifications / experience on the application form. 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. iii. Panels may be formed on the basis of such interviews. Candidates whose names are on a panel and who satisfy the Council that he/she possess the qualifications declared for the post and that they are otherwise suitable for appointment may within the life of the panel be appointed as appropriate vacancies arise. The life of the panel will not be more than one year reckoned from the date of the formation of the panel unless extended. iv. The Local Authority shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up the appointments within such period or such longer period as the Local Authority in its absolute discretion may determine, the Local Authority shall not appoint them. v. An applicant who withdraws his/her application at any stage of the competition will not be permitted to re-enter the competition at a later stage. 11. ADDITIONAL RELEVANT INFORMATION FOR APPLICANTS: • Than 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 Dun Laoghaire-Rathdown County 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 subject of Garda Vetting’. • Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence. • 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. • Dun Laoghaire-Rathdown County Council does not allow the unsanctioned use of any type of recording equipment on its premises or online interviews. 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 an offer of employment or dismissal. • A candidate who does not attend for interview when and where required by the Council, or who does not, when requested, furnish such evidence as Dun Laoghaire-Rathdown County Council require in regard to any matter relevant to their candidature, will no longer be considered for selection. • 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 Dun Laoghaire-Rathdown County 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 Dun Laoghaire-Rathdown County Council and your employment will cease with immediate effect. • In the event of an offer of employment each candidate be required to provided evidence that they meet all the criteria as set out above and also on condition of satisfactory references. • For the purpose of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. • Posts of General Operative will be filled from this advertised competition. Selection shall be by means of a competition conducted by or on behalf of Dun Laoghaire-Rathdown County Council. Candidates should note that the information provided by them in their application form will form the basis on which eligibility and short listing is conducted. Dun Laoghaire-Rathdown County Council reserves the right to undertake eligibility and /or shortlist candidates in the manner it deems most appropriate. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Engineer
JOB DESCRIPTION Essential Requirements An Assistant Engineer is currently the entry grade for the four tiers of engineering posts within Offaly County Council. These range from Assistant Engineer through to Executive, Senior Executive and Senior Engineer grades. Assistant Engineers work as part of a multi-disciplinary team within one of the previously outlined Local Authority Directorates to deliver key local authority services. These include social housing; transportation infrastructure; environmental protection; water, wastewater, & solid waste, recreation and amenity provision and community development. Local Authorities also play a key role in supporting economic development and enterprise promotion at local level. The Assistant Engineer will from time to time be required to deputise for Executive Engineers or more senior personnel and must be willing to take on this challenge. The ideal candidate will be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of: QUALIFICATIONS 1. Character: Each candidate must be of good character. 2. Health: Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Training, Experience, etc.: Each candidate must, on the latest date for receipt of completed application forms: a) hold an honours degree (level 8 in the National Framework of Qualifications) in Engineering, b) have at least two year’s satisfactory relevant engineering experience; and c) possess a high standard of technical training and experience. PARTICULARS OF OFFICE 1. The Post: The post is whole time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill both permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. 2. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €45,802 - €71,185 LSI 2. 3. Duties: You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time. The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require: · Carrying out of engineering and ancillary duties as assigned and provide support to senior personnel within the relevant divisions of the local authority · Designing and preparing contract documentation and making recommendations on appointment of successful contractors · Preparing and managing framework panels ensuring adherence to procurement requirements · Preparing ‘Part 8’ planning documentation and consultation processes to include liaison with elected members, government departments, state agencies and other relevant stakeholders · Contract administration of construction, operations and maintenance works · Supervise staff and contractors as required · Preparing and effectively managing budgets where responsibility for project delivery has been specifically assigned · Identifying opportunities for improvements or efficiencies in service delivery · To propose improvements in the effectiveness and efficiency of existing practices or systems · Maintaining and proactively developing a culture of Health and Safety in the workplace · Ensuring compliance with Health and Safety legislation and regulations, and Offaly County Council’s Safety Management Systems · Ensuring works are implemented in compliance with all relevant legislation and regulations including planning and procurement · Dealing efficiently, effectively and professionally at all times with stakeholders including local authority staff, elected members, community groups, businesses and residents · Liaising with and responding to other local authorities, government departments and statutory agencies where required · Compiling, preparing and presenting reports as necessary to a variety of stakeholders · Carrying out duties in a politically neutral and impartial manner that enhances public trust and confidence in the local authority decision making process · To act or deputise for senior personnel in their absence when required · Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time 4. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. 5. Working Hours: The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. 6. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) 7. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 8. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. 9. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required of their superannuation to contribute to the local authority at the rate of 3% of their 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). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: Persons who become pensionable employees 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 local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (ie. 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 dependent or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. 10. Retirement: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 65 years. 11. Travel: Holders of the post shall hold a full driving licence for class B vehicles and shall drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Local Authority Travel and Subsistence Policy. Offaly County Council, as employer, must be indemnified on your insurance policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. 12. Taking Up Appointment: Offaly County Council shall require a person to whom an appointment is offered to take up such appointment within a period of four weeks and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Planner
Essential Requirements An Assistant Planner is currently the entry grade for the four tiers of planning posts within Offaly County Council. These range from Assistant Planner through to Executive, Senior Executive and Senior Planner grades. Assistant Planners work within the planning section, which is itself currently within the Planning, Heritage, Economic Development, Tourism, Housing including Corporate Buildings and Municipal District of Tullamore Directorate. The section works broadly under four headings as follows: Forward Planning, Development Management, Enforcement (including taking charge of housing developments) and Special Projects (such as greenway development & urban /rural renewal schemes). However, an Assistant Planner will be required to input into multi-disciplinary project teams on occasion, under the direction and line management of a Senior Executive Planner. Local Authorities also play a key role in supporting economic development and enterprise promotion at a local level. The Assistant Planner will from time to time be required to deputise for Executive Planners or more senior personnel and must be willing to take on this challenge. The ideal candidate will be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of: · Local authority services, its key stakeholders and relationships · Local government structures and its democratic role and mandate · Current local government issues, future trends and strategic direction of the sector, particularly in relation to planning policy and practice · Key policies guiding the local government sector · National, Regional and Local planning issues · Fostering and maintaining wide ranging productive working relationship both internally and externally to the organisation · Implementing change · Public Service values The ideal candidate should also have a good technical knowledge base and experience of planning policy and practices to include the following: · Planning legislation & procedures across the areas of forward planning, development management and enforcement in particular · Current and future planning issues facing Co. Offaly and its wider region · Administration, report writing and putting across a well-researched and reasoned recommendation · Awareness of and Management of Health, Safety and Welfare in the workplace · Operating ICT systems, in particular word processing, presentation and GIS systems · Prioritising of work effectively · Acting on own initiative · Dealing effectively with conflicting demands · Working under pressure to tight deadlines Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of the following specific areas: Planning Policy & Practice: Experience and detailed knowledge of the practical application of : · Irish Planning legislation and key relevant European Directives, including associated procedures · Planning issues relevant to Co. Offaly and its wider region · Historical, emerging and topical planning trends & issues in Ireland · Report writing and communication of a reasoned assessment or recommendation · Health and Safety legislation Delivering Results: · Problem solving and decision making, particularly in situations of conflicting demands · Organising work programmes and implementing solutions, especially to deadlines · Managing resources and achieving efficiencies · Delivering Quality Outcomes Performance Through People: · Motivation and positivity as part of a team · Managing Performance · Communicating Effectively Personal Effectiveness: · Resilience and Personal Well-Being · Integrity & Public Service Values · Personal Motivation and Initiative · Understanding the structures and environment within which the local authority sector operates · Personal vision for the future of planning in Co. Offaly · Political awareness QUALIFICATIONS Post of Assistant Planner 1. Character Candidates shall be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Experience, etc. Candidates shall: a) Hold a qualification in Planning (at least level 8 on the National Framework of Qualifications); b) have at least two year’s satisfactory relevant experience of planning work; c) possess a high standard of technical training and experience. PARTICULARS OF OFFICE Post of Assistant Planner The Post: The post is whole-time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill both permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €43,728 – LSI €68,246. Duties: You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time. The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require: · Conducting site visits & preparing recommendations on assigned planning applications including applications made directly to An Bord Pleanala where a local authority report is requested. · Preparing responses to pre-planning requests & holding pre planning meetings. · Preparing responses to planning appeals, attendance and input at oral hearings as necessary. · Carrying out site visits and preparing recommendations in relation to planning enforcement and derelict sites, including attendance at court cases and the giving of evidence. · Preparation of reports on the taking charge of residential developments. · Preparing responses for submissions on compliance with planning conditions. · Advising on and preparation of recommendations on ‘Section 5’ exempted development declaration applications and other declarations as directed. · Giving planning advice on the preparation and processing of “Part 8” Local Authority development applications. · Responding to planning queries, completions of returns etc. from other Council departments and national and regional Government / statutory agencies, external bodies as directed. · Carrying out survey work, research, analysis, drafting policies and proposals, preparing written statements and maps and other work as required on the agreed Forward Planning work programme, including but not limited to, plans, other planning strategies and studies, urban and rural renewal strategies / plans, urban design / public realm strategies. · Input into the preparation of, management and administration of environmental assessments of planning applications and plans / programmes as required. · Assistance in organising and facilitating public consultation and participation including attendance at meetings and other public forums, making presentations and recording and responding to queries. · Dealing professionally and courteously with queries from members of the public and their agents. · Providing a high level of service to public representatives, including attendance at and presentations to the relevant Strategic Policy Committee and at meetings of the Council, including at Municipal District level. · Maintaining and proactively developing a culture of Health and Safety in the workplace · Engaging in Continuing Professional Development/Training. · Incorporating the use of IT and efficiencies into work practices. · Preparation for and attendance at staff meetings. · Acting or deputising for senior personnel in their absence when required · Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Working Hours : The working hours at present provide for a five day, thirty- five hours working week , hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Time and Attendance Policy. Annual Leave: The current annual leave entitlement is 30 days per annum. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended). Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Probation: Appointees will be on probation for the first year of employment. The terms of Offaly County Council’s Probation Policy will apply. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required of their superannuation to contribute to the local authority at the rate of 3% of their 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 dependent or qualified children). This includes a contribution to a Spouse’s and Children’s Scheme. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Executive Engineer
JOB DESCRIPTION Essential Requirements The Executive Engineer is currently the second level of the four tier engineering posts within Offaly County Council. These range from the entry grade of Assistant Engineer through to Executive, Senior Executive and Senior Engineer posts. An Executive Engineer works as part of a multi-disciplinary team within one of the previously mentioned Directorates to deliver key local authority services which include social housing; transportation infrastructure; environmental protection; water, wastewater, & solid waste, recreation and amenity provision and community development. Local Authorities also play a key role in supporting economic development and enterprise promotion at local level. The ideal candidate will be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of: 4. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. 5. Working Hours: The working hours at present provide for a five day, thirty--five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. 6. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) 7. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. 8. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply 9. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required of their superannuation to contribute to the local authority at the rate of 3% of their 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). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: Persons who become pensionable employees 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 local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (ie. 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 dependent or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Executive Planner
JOB DESCRIPTION An Executive Planner is currently the second grade within the four tiers of planning posts within Offaly County Council. These range from Assistant Planner through to Executive, Senior Executive and Senior Planner grades. Executive Planners work within the planning section, which is itself currently within the Planning, Heritage, Economic Development, Tourism, Housing including Corporate Buildings and Municipal District of Tullamore Directorate. The section works broadly under four headings as follows: Forward Planning, Development Management, Enforcement (including taking in charge of housing developments) and Special Projects (such as greenway development & urban /rural renewal schemes). However, an Executive Planner will be required to input into multi-disciplinary project teams on occasion, under the direction and line management of a Senior Executive Planner. Local Authorities also play a key role in supporting economic development and enterprise promotion at a local level. ESSENTIAL REQUIREMENTS FOR THE POST The Executive Planner will from time to time be required to deputise for a Senior Executive Planner or more senior personnel and must be willing to take on this challenge. The ideal candidate will be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of: Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Working Hours: The working hours at present provide for a five day, thirty-five hours working week , hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remunertation will be paid in respect of such activities The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Time and Attendance Policy. Annual Leave: The current annual leave entitlemnt is 30 days per annum. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended). Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Probation: Appointees will be on probation for the first year of employment. The terms of Offaly County Council’s Probation Policy will apply. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required of their superannuation to contribute to the local authority at the rate of 3% of their 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 dependent or qualified children). This includes a contribution to a Spouse’s and Children’s Scheme. Persons who commenced Public Sector Employment prior to 1st January 2013: Persons who become pensionable employees 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 local authority at 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 social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees 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 their pensionable remuneration in accordance with the terms of the scheme. Retirement: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 65 years. Travel: When required to do so, holders of the post shall hold a full driving licence for class B vehicles and shall drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. If you are required to travel as part of your official duties, Offaly County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Offaly County Council’s Travel and Subsistence Policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obligd to notify the Council immediately. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Executive Technician (Planning)
JOB DESCRIPTION Offaly County Council’s Planning Department is responsible for managing the location, amount, and type of development within the county. The Department is subdivided into Development Management, Forward Planning and Enforcement divisions. It has strong cross – departmental dealings, and operates in a manner of consultation and participation with the general public, government bodies and other stakeholders. ESSENTIAL REQUIREMENTS FOR THE POST An Executive Technician is the third tier within the five grade Local Authority Technician grouping, which ranges from the entry grade of Technician Grade 2 up to the post of Chief Technician. Technicians work as part of a multi-disciplinary team within one of the previously outlined Local Authority Directorates to deliver a wide variety of key local authority services. These include social housing; transportation infrastructure; environmental protection; water, wastewater, & solid waste, recreation and amenity provision and community development. Local Authorities also play a key role in supporting economic development and enterprise promotion at local level. The Council employs several different disciplines of Technicians including civil/structural, environmental and architectural/building. Technicians can be based in various locations throughout the organisation including the Head Quarters in Tullamore or Municipal District offices situated in strategic locations through the county. An Executive Technician will from time to time be required to deputise for more senior personnel and must be willing to take on this challenge. The ideal candidate will be a highly motivated person, with a strong sense of commitment to delivering quality public services and shall demonstrate a clear knowledge and understanding of: QUALIFICATIONS 1. Character: Candidates shall be of good character 2. Health: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, experience, etc. Each candidate must, on the latest date for receipt of completed application forms – (a) have satisfactory experience, in a technician post at Grade II or higher level or in an analogous post in a local authority or health board in the state (b) have at least five years satisfactory relevent experience having attained qualification as a technician (c) have a wide knowledge of all the technical aspects of local authority work and also a deeper knowledge of at least one section of the work (d) possess adequate training and experience relating to dealings with other departments within their own organisations and with other bodies and 4. Each candidate must, on the latest date for receipt of completed application forms, hold a full valid driving licence for Class B vehicles. PARTICULARS OF OFFICE The Post: The post is whole time and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill both permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €48,280 - €57,809 (LSI 2) Duties: You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time. The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require: Under the direction and supervision of the appropriate line manager, the position involves the provision of such architectural or ancillary services of an advisory, supervisory, or executive nature as may be required by the Council in the exercise and performance of any of its powers, functions and duties. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Working Hours: The working hours at present provide for a five day, thirty-five hours working week, hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including evening and weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours system is in operation subject to the terms and conditions of the Time and Attendance Policy. Annual Leave: The current annual leave entitlement is 30 days. Granting of annual leave, payment for annual leave and arrangement for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1997 (as amended) Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Probation: Appointees will be on probation for the first year of employment. The terms of the Offaly County Council Probation Policy will apply. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012 : New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 3% of their 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). This includes a contribution to a Spouse’s and Children’s Scheme. Pension and retirement lump sum based on career-average pay, pensions will be co-ordinated with the State Pension Contributory (SPC). For persons who commenced public sector employment prior to 1st January 2013: Persons who become pensionable employees 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 local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (ie. 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 dependent or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees of a local authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Graduate Planner
JOB DESCRIPTION Essential Requirements Graduate Planners work within the planning section, which is itself currently within the Planning, Heritage, Economic Development, Tourism, including the Municipal District of Birr Directorate. The section works broadly under four headings as follows: Forward Planning, Development Management, Enforcement (including taking charge of housing developments) and Special Projects (such as greenway development. However, a Graduate Planner will be required to input into multi-disciplinary project teams on occasion. Local Authorities also play a key role in supporting economic development and enterprise promotion at a local level. · The Graduate Planner will work under the direction and management of the Senior Planner or other employee designated by the Director of Services as appropriate. · The Graduate Planner will be required at times to work on their own initiative as circumstances demand on a broad range of projects. They will be required to work as part of a multi-disciplinary project team in the Council’s busy Planning Department. · The role requires good administrative, interpersonal, communication and other particular skills depending on assignment. · The successful candidate will be expected to carry out his/her duties in a manner that enhances public trust and confidence and ensures impartial decision making. Key Competencies for the post include the following and candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of the following specific areas: Planning Policy & Practice: Knowledge of the practical application of : · Irish Planning legislation and key relevant European Directives, including associated procedures · Planning issues relevant to Co. Offaly and its wider region · Historical, emerging and topical planning trends & issues in Ireland · Report writing and communication of a reasoned assessment or recommendation · Health and Safety legislation Personal Effectiveness: · Resilience and Personal Well-Being · Integrity & Public Service Values · Personal Motivation and Initiative · Understanding the structures and environment within which the local authority sector operates · Personal vision for the future of planning in Co. Offaly · Political awareness QUALIFICATIONS 1. Character Candidates shall be of good character. 2. Health Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Education, Experience, etc. Candidates shall: a) Hold an honours degree (level 8 or higher on the National Framework of Qualifications) in Planning Desirable requirements: It is desirable candidates: · Hold a Masters qualification in Town Planning · Demonstrate an understanding of good planning practice and a good knowledge of the relevant regulations · Have good knowledge and awareness of Health & Safety Legislation and Regulations, the implications for the organisation and the employee, and their application in the workplace. PARTICULARS OF OFFICE The Post: The post is whole-time, temporary and pensionable. A panel will be formed for an initial period of one year and this may be extended for a further year at the discretion of the Chief Executive. The panel will be used to fill temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. Salary: The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Starting pay for new entrants will be at the minimum of the scale. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale, and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay. The current salary scale applicable to the post is €35,960 - €38,742 - €42,723 - €46,352. Duties: You shall perform such duties as may from time to time be assigned to you in relation to your employment and as may be appropriate to any particular function of any local authority for which the Chief Executive is responsible and carry out such instructions as may be given in relation to the performance of your duties. You shall, if required, act for an employee of a higher level. You may be required to work outside your normal job description from time to time. The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require: · Conducting site visits & preparing recommendations on assigned planning applications including applications made directly to An Bord Pleanala where a local authority report is requested. · Preparing responses to pre-planning requests & holding pre planning meetings. · Preparing responses to planning appeals, attendance and input at oral hearings as necessary. · Carrying out site visits and preparing recommendations in relation to planning enforcement and derelict sites, including attendance at court cases and the giving of evidence. · Preparation of reports on the taking in charge of residential developments. · Preparing responses for submissions on compliance with planning conditions. · Advising on and preparation of recommendations on ‘Section 5’ exempted development declaration applications and other declarations as directed. · Giving planning advice on the preparation and processing of “Part 8” Local Authority development applications. · Responding to planning queries, completions of returns etc. from other Council departments and national and regional Government / statutory agencies, external bodies as directed. · Carrying out survey work, research, analysis, drafting policies and proposals, preparing written statements and maps and other work as required on the agreed Forward Planning work programme, including but not limited to, plans, other planning strategies and studies, urban and rural renewal strategies / plans, urban design / public realm strategies. · Input into the preparation of, management and administration of environmental assessments of planning applications and plans / programmes as required. · Assistance in organising and facilitating public consultation and participation including attendance at meetings and other public forums, making presentations and recording and responding to queries. · Dealing professionally and courteously with queries from members of the public and their agents. · Providing a high level of service to public representatives, including attendance at and presentations to the relevant Strategic Policy Committee and at meetings of the Council, including at Municipal District level. · Maintaining and proactively developing a culture of Health and Safety in the workplace · Engaging in Continuing Professional Development/Training. · Incorporating the use of IT and efficiencies into work practices. · Preparation for and attendance at staff meetings. · Undertaking any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. Work Base: Offaly County Council reserves the right to assign you to any department or premises in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to provide him/herself at his/her own expense with the necessary mode of travel to and from work. Working Hours : The working hours at present provide for a five day, thirty-five hours working week , hours may vary from time to time. The working hours may be reviewed at any time by the Council. The post may require flexibility in working outside of normal hours, including at weekends, as necessary. No additional remuneration will be paid in respect of such activities. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Time and Attendance Policy. Annual Leave: The current annual leave entitlement is 24 – 26 days per annum, after 5 years service. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended). Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail. Probation: Appointees will be on probation for the first year of employment. The terms of Offaly County Council’s Probation Policy will apply. Superannuation: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: New members joining the Public Sector on or after 1st January, 2013 will be required to join the Single Public Service Pension Scheme. The Single Scheme applies to all pensionable first-time entrants to the Public Service as well as to former public servants returning to the public service after a break of more than 26 weeks. A rate of PRSI contribution will be required of their superannuation to contribute to the local authority at the rate of 3% of their 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 dependent or qualified children). This includes a contribution to a Spouse’s and Children’s Scheme. Persons who commenced Public Sector Employment prior to 1st January 2013: Persons who become pensionable employees 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 local authority at 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 social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). Persons who become pensionable employees 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. All persons who become pensionable employees 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 their pensionable remuneration in accordance with the terms of the scheme Retirement: Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, rising to 67 years and 68 years in line with State Pension age changes, is applicable. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As a new entrant to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory retirement age of 65 years. Travel: When required to do so, holders of the post shall hold a full driving licence for class B vehicles and shall drive a motor car in the course of their duties and for this purpose, provide and maintain a car to the satisfaction of the local authority. If you are required to travel as part of your official duties, Offaly County Council as your employer must be indemnified on your insurance policy. Travelling expenses and subsistence expenses necessarily incurred in the course of official duties will be refunded in accordance with appropriate rates in line with the relevant Department Circulars and Offaly County Council’s Travel and Subsistence Policy. If during your employment, your licence is revoked, even temporarily, or if you receive endorsements on your licence, which may affect your duties, you are obliged to notify the Council immediately. Taking Up Appointment: The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of four weeks and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. Recruitment: Shortlisting: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Offaly County Council may decide that a certain number only will be invited to same. In this respect, Offaly County Council provide for the employment of a short listing process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position based on the specific competencies identified in the job description. An expert board will examine the application forms against a pre-determined criteria based on the requirements of the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be better qualified and/or have more relevant experience. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/ experience on the application form and also to demonstrate sufficient evidence of the competencies required for this position. On occasion a shortlisting interview may take place. Competitive Interview: Selection will be by means of a competition based on an interview conducted by or on behalf of the local authority. The number of persons to be invited shall be determined by the Local Authority having regard to the likely number of vacancies to be filled. Candidates will be notified of the means through which the interview will be conducted prior to their interview date. Candidates will be required to pay any expenses incurred by them in attending the interview. A panel may be formed on the basis of such interview. Candidates whose names are on a panel and who satisfy the local authority that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may within the life of the panel be appointed as appropriate vacancies arise. Appeals: Offaly County Council’s Recruitment & Selection Policy document is available from the Human Resources Department. This document includes details of the appeals procedure available to applicants for each stage of the recruitment process. Right to Review: Offaly County Council’s Recruitment & Selection Policy document is available from the Human Resources Department on the HR page of iPortal or on our website at www.offaly.ie/careers . This document includes details of the review procedure available to applicants for each stage of the recruitment process. Health: Where a permanent post is being filled, it will be necessary for each successful candidate, before he/ she is appointed, to undergo, at their expense, a medical examination by the local authority’s Occupational Health Medical Advisor. On taking up appointment, the expense of the medical examination will be refunded to the candidate. Residence: The holder of the post shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. Safety & Welfare: The holder of the post shall co-operate with the terms of Offaly County Council’s Safety Statement and Major Emergency Plan. He/She shall familiarise him/herself with the safety rules and procedures and make proper use of all safety clothing and equipment. Failure to comply with the terms of the Safety Statement may result in a disciplinary action. If required, the successful candidate shall wear protective clothing and have on his/her person at all times a valid safepass card. Should he/she not hold a valid safepass card, a course shall be undertaken to attain the card. Training: It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. Reference/Documentary Evidence: Each candidate may be required to submit as references, the names and addresses of two responsible persons to whom he/she is well known but not related, at least one of whom must be a former/current employer. Candidates may be required to submit documentary evidence to the local authority in support of their application. The admission of a person to a competition or invitation to attend an interview, is not to be taken as implying that Offaly County Council is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet the essential entry requirement but nevertheless attend for interview you will be putting yourself to unnecessary expense. Prior to recommending any candidate for appointment to this position Offaly County Council will make all such enquiries that are deemed necessary to determine the suitability of the candidate. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Team Leader
Costa Coffee requires a Team Leader for our store in our Waterford Stores. At Costa Coffee we are as passionate about our people as we are our great coffee! Being a part of our team gives you the chance to learn new skills in coffee excellence whilst letting your personality shine through. As a Costa Barista you receive full training in delivering every customer with an unbeatable coffee experience, through great customer service and great coffee. Are you: -
Senior Emergency Control Operator
This is a competition for the position of Senior Emergency Control Operator with the West Region Communications Centre (WRCC), Mayo County Council. A panel may be created, and appointments may be made on a temporary or permanent basis. The successful candidate will be assigned to WRCC (West Regional Communications Centre) at Fire Brigade HQ, Mayo County Council. WRCC is primarily responsible for the receipt of Emergency Fire Service calls and the dispatch of Fire Appliances and other resources within the West Region of all counties in Connacht and Donegal. The WRCC may have to take Emergency Fire Service calls for other regions as deemed necessary by Management. The Position of Senior Emergency Control Operator involves the supervision of personnel, the receipt, call handling and dispatch of Emergency calls within the West area and other areas as deemed necessary by Management. 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE, ETC: Each candidate must, on the latest date for receipt of completed application forms have: – (a) Obtained at least Grade D (or a Pass), in Higher and Ordinary Level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme or Applied Leaving Cert. Please note that a Grade B in Foundation Level Mathematics and Grade C in Foundation Level Irish may be accepted for the purposes of meeting the minimum educational requirements. Or National Council for Vocational Awards – Level 2 Or have passed an examination of at least equivalent standard as listed above. Or have 2 years satisfactory experience of working in a communications centre/call taking and dispatch environment. (b) Proficiency in word processing skills particularly in the area of speed, accuracy, co-ordination and presentation. * 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. Desirables: - The following is desirable but not essential: · Experience or knowledge of a communications centre/ call taking and dispatch environment or equivalent. · Experience of computer and communications systems. A Computer qualification (such as ECDL or equivalent) would be an advantage. · A knowledge of the Irish language. Mayo County Council may carry out an examination of candidates to determine the level of proficiency in any of the areas and this may form part of the shortlisting process. 4. CITIZENSHIP Candidates must, by the date of any job offer, be: a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa. 1. POSITION : A panel will be formed from qualified candidates from which any permanent or temporary positions at this grade which arise during the lifetime of the panel may be filled. This employment is whole-time and subject to a duty system which is based on a seven-day week to be covered by a shift system. The Council may change the duty system, and it may change personnel between shifts, from time to time as considered necessary by the Council. Persons employed shall be required to work irregular hours including weekends, Bank and Public Holidays and undertake such overtime as considered necessary from time to time by the Council. 2. The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under any enactment to perform. SALARY SCALE: €37,124.07, €40,353.33, €42,790.61, €44,366.18, €46,076.01, €48,872.21, €50,563.71, €52,298.83 The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Compensation payments will apply for working weekends and at night. 3. DUTIES: The duties of the post are to give to the local authority, and (a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, 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 mentioned in subparagraph (a) of this paragraph under the general direction and supervision of the Chief Executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature 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 to exercise such powers, functions and duties as may be delegated to him / her 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 post holder will, if required, act for an employee of a higher level if qualified to do so. The following are among the principal duties envisaged: Operational Duties : a) To ensure the prompt and efficient handling of all emergency calls by his/her shift. b) To ensure that all orders/instructions issued to the SECO or ECO’s on his/ her shift by Line Managers or Senior Officers are obeyed promptly and efficiently. c) To take sufficient calls and operate the radio sufficiently to maintain his/her level of expertise. d) To support, advise and pick up the overflow in busy periods. e) To ensure that all appropriate messages are logged and that any requests for assistance by the Incident Commander (IC) are met promptly and efficiently. f) To maintain the Daily Occurrence Book and carry out the Shift Changeover. g) To ensure that following an error or difficulty encountered on his/her shift, a report for the Principal Emergency Control Operator and Executive Emergency Communications Officer is prepared immediately. h) To ensure that Operators on his/her shift are debriefed on all calls taken and that call taking times and accuracy are monitored and reported on. i) To provide a written report on the first of every month to the Line Manager. j) To be progressive and positive in implementing new procedures, systems, and technologies in the WRCC as deemed necessary by Management. Supervisory Duties : a) To maintain discipline on his/her shift and follow the disciplinary procedures relating to Mayo County Council. b) To implement, monitor and report on the following on his/her shift: Time Keeping (clock in/out), Annual Leave, Sick Leave, Uniform, Rest Breaks, Administrative Duties, Performance, Training, etc. c) To monitor the cleaning/upkeep of the Kitchen, Rest Room and Control Room. d) To attend and participate in S.E.C.O. committee meetings. e) To implement and participate in evaluation processes as required. f) To accurately and efficiently record and report any errors or difficulties experienced during operational incidents or otherwise in relation to his/her shift. g) Ensure that the PMDS Team Development Plans (TDP) are completed and reviewed for the team and Personal Development Plans (PDP) are completed and reviewed for each staff member on the team. Quality Management Duties : a) The implementation and development of all aspects of the Quality Management systems employed by WRCC. Training Duties : a) To ensure that all personnel assigned to his/her shift are up to date with Control Room Procedures and that they adhere to these procedures. b) To ensure that his/her Operators are trained in accordance with the defined training programme and that training records are kept accurately and up to date. c) To undertake responsibility for the training of new operators assigned to him/her and delegate training duties to his/her shift and report on same. d) To compile training schedules, manuals, exam papers and the correction of same. e) To maintain their own personal training and maintain a high level of expertise. f) Involvement in the design, development, and implementation of all training courses. The above specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. 4. COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. DELIVERING RESULTS · Contribute to delivery of high-quality service and customer care standards. · Plan and organise workloads in order to meet deadlines. · Identify problems and contribute to solutions. · Co-operate with decisions and implement solutions. · Contribute to continuous improvement of the service in line with ISO 9001 Quality Management System. PERFORMANCE THROUGH PEOPLE · Engage with staff and work as part of a team. · Resolve conflict situations. · Lead by example and show initiative. · Have excellent interpersonal skills. · Have excellent verbal and written communication skills. PERSONAL EFFECTIVENESS · Knowledge and understanding of the Local Authority Fire Service System and the National Emergency 999/112 call receipt system. · Knowledge of the role of Senior Emergency Control Operator. · Personal motivation. · Ability to maintain positive, constructive, and enthusiastic attitude to their role. · Ability to commit to public service values. · To develop and maintain positive, productive, and beneficial working relationships. · Understand and implement change and demonstrate flexibility and openness to change and new challenges. Candidates will also be assessed at interview on the basis of how they demonstrate their Relevant Knowledge and Experience. Relevant Knowledge & Experience · Knowledge & understanding of the Role of Senior Emergency Control Operator. · Range & Depth of experience relevant to the Post. · Specialist Knowledge, Expertise in previous & current working environment. · Understanding of local government legislation, local government policy. · A clear understanding of Health and Safety Policy and Procedures. 5. UNIFORM The persons employed may be required to wear a uniform and maintain it in good condition at all times while on duty. The uniform shall be supplied by Mayo County Council. 6. TRAINING : The person employed shall be required to undertake all ongoing training courses specified by Mayo County Council relevant to the operational or administrative needs of the Regional Communications Centre (including training courses outside the State), if necessary. The person employed shall also assist in the training and evaluation of new and existing staff where required. 7. COMMUNICATIONS EQUIPMENT: The person employed may be required to carry items of communication equipment for contact outside of normal working hours. The equipment shall be supplied by the Council. 8. RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 9. ANNUAL LEAVE: Annual leave entitlement is 30 days per year. 10. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. 11. SHORTLISTING: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- · Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). · Other written, oral or practical tests appropriate to the position. · Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or · Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 12. APPOINTMENT: Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority 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 he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. 13. REFERENCES/DOCUMENTARY EVIDENCE : Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. 14. SUPERANNUATION: As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1) Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at 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 State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay 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. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Energy Officer
Mayo County Council is inviting applications from suitably qualified persons for the above competition. Local Authorities have an important role in the delivery of climate mitigation and adaption, which is reflected at National level in the Climate Action and Low Carbon Development (Amendment) Act 2021, where each Local Authority is required to prepare and implement a Local Authority (LA) Climate Action Plan, to ensure a coherent approach to climate action across the administrative and political structures of local authorities in Ireland. As part of the LA Climate Action Plan, each LA is responsible for driving actions in relation to the targets set out for greenhouse gas emissions and energy efficiency, in both the LA’s own remit and assets and infrastructure, and in influencing and facilitating actions within the LA area. Mayo County Council has an established approach to climate action, with the Mayo County Council Climate Action Plan 2024-2029 currently being implemented. The strategic priorities of the plan are to: 1. Future Proof our Council (Actions that fall within the role, remit, and governance of Mayo County Council) 2. Future Proof our Place (Our physical and natural assets) 3. Future Proof Our Communities (Our people) The role of the Energy Officer is to work as part of Climate Action Team and coordinate and manage the Energy Team in Mayo County Council. The objective of this role is to increase the energy efficiency, reduce the energy consumption and reduce the amount of Green House Gases generated by Mayo County Council, while working to deliver the National Targets as set out in the Climate Action and Low Carbon Development (Amendment) Act, 2021, the National Climate Action Plan 2024 and the Mayo County Council Climate Action Plan. The role will include delivering on the energy commitments in the Local Authority Climate Action Charter, and any other relevant agreements that Mayo County Council may commit to. The Energy Officer will be responsible for a range of projects and initiatives to advance the Council’s objectives for energy efficiency and emission reduction. 1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE, ETC: Each candidate must, on the latest date for receipt of completed application forms: – a) hold an honours degree (level eight in the National Framework of Qualifications) in Engineering or Science. b) have at least five years satisfactory relevant experience. c) possess a high standard of technical training and experience. d) possess a high standard of administrative experience. * 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. REQUIREMENT- DRIVING LICENCE Full current category B Driving Licence, without any endorsements. 4. DESIRABLES In addition to the primary degree, the applicant may wish to demonstrate training and experience by way of one or more of the following areas: Energy Management · Honours degree in Energy Services or Energy Management. · Experience in energy data management, energy consumption Monitoring and Reporting (M&R) and other reporting methods to SEAI. · Demonstration of knowledge and experience in implementation and maintaining ISO50001 energy management system and accountability for delivering on climate action targets. · Certification as an energy manager Certified Energy Manager (CEM) accreditation. · Certification as a measurement and verification professional applying IPMVP, CMVP accreditation. · Experience in the design, project management, and energy efficiency projects. · Knowledge or experience of Energy Performance Contracting (EPC). · Knowledge or experience of Energy Services Companies (ESCo’s). Energy Auditing · Knowledge and experience of energy auditing practices and reporting. · Knowledge of non-domestic Building Energy Rating (BER) assessment and modelling. · Display Energy Certificates (DECs) and (BERs) for public buildings. Renewable Energy · Experience in the design, funding and project management, of renewable energy projects, electrical or thermal (<=3 MW) · Experience in the design, funding & project management, of renewable energy projects in buildings. · Experience in the design, funding and project management, of renewable energy projects in transport. Local Government – Climate Action · Understanding of public sector obligations in relation to energy efficiency and carbon reduction targets, climate change and how energy use impacts it. · Demonstrate a high level of technical competence and experience in formulating, implementing and managing strategies, plans, projects, studies or processes including stakeholder engagement. · Demonstrate an understanding of the aims and objectives of the Climate Change Action Plan and the All of Government Climate Disruption Plan together with knowledge and understanding of fostering and maintaining productive working relationships with Government Departments and EU agencies and an understanding of climate change policies and legislation. · Demonstrate knowledge and understanding of public sector climate action mitigation projects and requirements under the National Energy Efficiency Action Plan (NEEAP) and the EU Covenant of Mayors. · Demonstrate a record of excellent project management skills resulting in successful outcomes including collaboration with internal and external stakeholders. · Demonstrate the ability to simultaneously manage and co-ordinate multiple projects of differing scale, nature and complexity. · Demonstrate a track record of excellent communication skills including building relationships with other agencies and engagement with community led organisations. · Demonstrate a high level of IT competence, including database compilation, maintenance and analysis and demonstrate proven competence in statistical methods and data analysis and experience of data analysis software. · Experience in participation in EU projects including seeking funding, developing international partners, project application and management. · Competence and experience of financial and budget management & technical report writing skills. 5. 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. 1. POSITION : A panel will be formed from qualified candidates from which permanent and temporary appointments may be made. The initial assignments are to Environment or the Climate Action Regional Office dependent on the requirements of the Council at the time of appointment. This is a pensionable whole-time position on the basis of a 35-hour 5-day week. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours, as required. 2. The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under any enactment to perform. SALARY SCALE: €57,909 €60,017 €62,124 €64,235 €66,345 €68,454 €70,565 €72,663 €74,784, €76,887 (maximum), €79,311 (after 3 years satisfactory service at maximum) €80,498 (after 6 years satisfactory service at maximum). The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 3. DUTIES: The duties of the post are to give to the local authority, and (a) such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts 2001 and 2014, 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 mentioned in subparagraph (a) of this paragraph under the general direction and supervision of the Chief Executive or such other employee as the Chief Executive may from time to time determine, such appropriate services of an executive, administrative or management nature 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 to exercise such powers, functions and duties as may be delegated to him / her 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 post holder will, if required, act for an employee of a higher level if qualified to do so. The following are among the principal duties envisaged: 1) Coordinate and manage the Mayo County Council Energy team, to deliver on energy/emission targets and objectives including: 2) Working with ASBN Energy Bureau to deliver on agreed energy reduction actions. 3) Assisting with Pathfinder Projects including the monitoring and verification of energy and carbon savings post project implementation. 4) Manage the Mayo County Council Energy Management Tool. 5) Coordinate the development and implementation of ISO 50001 Energy Management System. 6) Monitor and Report on requirements for the local authority which involves: · Managing / Assisting in the maintenance of M&R database for SEAI (MPRNs, GPRNs, Unmetered Public Lighting, Fleet fuel, other machine fuels etc.) · Supporting local authority departments in collecting and sorting of all data annually to meet monitoring and reporting requirements. · Annual Monitoring & Reporting to SEAI & data verification. 7) Identification of potential energy efficiency projects on an ongoing basis 8) Mentor local authority departments in ensuring all energy/emission statutory obligations. 9) of the local authority are met; M&R, DECs, NDBERs, Building Audits, Organisational Audit, 10) Work as a key part of the Climate Action Team of the local authority to meet implementation and reporting commitments and the delivery of energy, emission reductions and climate actions of the Local Authority Climate Action Plan. 11) Assist in the development and implementation of the Decarbonising Zone. 12) Provide assistance to the Community Climate Action Officer on energy related projects. 13) Undertake any other duties as may be required to support the implementation of the local authority’s agenda on energy efficiency and emission reduction. The Energy Officer will operate under the direction of and report to the Climate Action Coordinator of the Climate Section. They must undertake those duties as assigned to them by their supervisor. The Energy Officer will also report to the Head of Section and the Director of Service of the section to which they are assigned, or any other person designated by the Director of Service. Notwithstanding the requirements of the post, successful applicants may be assigned to any service area / role within the Local Authority at an analogous level by the Chief Executive at any time. 4. COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. Management & Change · Think and act strategically from a management and engineering perspective. · Implement agreed strategies to meet objectives and the ability to expand and improve the range, quantity or quality of existing services. · Clear understanding, awareness, and experience of practical reality of delivery and promotion of services. · Political awareness, have clear understanding of political reality and context of the organisation and develops and maintains positive, productive, and beneficial working relationships with all stakeholders. · Effectively manage the introduction of change and demonstrate flexibility and openness to change. Delivering Results · Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. · Pinpoint critical information and address issues logically. Understand the context and impact of decisions made. Act decisively and makes timely, informed and effective decisions. · Manage the allocation, use and evaluation of resources to ensure they are used effectively to deliver on operational plans. Drive and promote reduction in cost and minimisation of waste. · Promote the achievement of quality outcomes in delivering services. Organise the delivery of services to meet or exceed the required standard. Evaluate the outcomes achieved, identify learning and implement improvements required. Performance Through People · Lead, motivate and engage employees to achieve quality results and to deliver on operational plans. · Effectively manage team performance including underperformance or conflict. · Have highly effective verbal and written communication skills and present ideas clearly and effectively to individuals and groups. · Ability to work in a multi-discipline team environment. Candidates will also be assessed at interview on the basis of how they demonstrate their Relevant Knowledge and Experience. Specialist Knowledge, Expertise and Self Development · Knowledge and understanding of the role of Energy Officer. · Range and depth of experience relevant to the post. · Specialist knowledge, expertise in previous & current working environment. · Understanding of local government legislation, local government policy. · A clear understanding of Health and Safety Policy and Procedures. 5. RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 6. ANNUAL LEAVE: Annual leave entitlement is 30 days per year. 7. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. 8. SHORTLISTING: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- · Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). · Other written, oral or practical tests appropriate to the position. · Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or · Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 9. APPOINTMENT: Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority 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 he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. 10. REFERENCES/DOCUMENTARY EVIDENCE : Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
