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Summary From our Head Office to the shop floor and everywhere in between our primary goal is to create and deliver a fantastic customer journey for everyone who shops at Lidl. Customer obsessed, high energy and love learning every day? If that sounds like you, earn €440+ per week as a Customer Assistant on our standard 30 hour contract.Your role will be varied working across different shift times, tasks and with different colleagues. What does a normal day* as a Customer Assistant look like? (*there’s no such thing as ‘normal’ in retail but we’ve tried our best!)As a Customer Assistant you are required to sell alcohol, therefore you must be 18 or over to work in our store. Shift Patterns: • Morning shift: Starting at 5am or 6am with your team, your role will be to get our award-winning products fully stocked on the shop floor and our delicious bakery products ready for our customers to enjoy by opening time so they can Go Full Lidl! • Middle shift: Starting mid-morning or early afternoon, your role will be to ensure our stores are spotlessly clean, well presented and our products remain fresh, all while helping customers with queries on the shop floor and working on tills to minimise till queues• Late shift: From your start time in the afternoon, your role will be to ensure our customers experience is top class by serving them with a smile while on the tills, restocking missing items and getting the store ready for the next day by following merchandising principles before closing time What you'll do • Interacting with the customer in a pleasant, friendly and helpful manner• Ensuring stock loss controls are followed in all areas of the store • Maintaining store and external cleanliness and hygiene standards• Following freshness and rotation principles• Ensuring all waste is managed correctly• Assisting in the stock count process What you'll need • A can-do attitude and excellent customer service skills• The willingness to go the extra mile for our customers• To be responsible and reliable• To enjoy working in a fast-paced, varied environment• A good team player• Preferably, previous experience in a customer facing role but this is not essential provided you have the right attitude What you'll receive Through our salary system, we ensure pay equality across all positions at Lidl • €14.80 rising to €16.90 per hour after 3 years (supplementary pay outlined below)• Unsocial hours worked (12am to 7am) • 20 days holidays per annum pro rata• Company pension after 1 year• Genuine opportunities for career development• Individuals recognised as high performing will be invited to join our Leadership Academy as part of your on-going development• Circle K and Private Health Insurance discounts available for all employees• Bike to Work Scheme• Mobile and broadband discounts with Three network• Maternity & Paternity Leave top up, Marriage leave, Employee Assistance Programme Year 1 • Basic Rate €14.80 • €18.50 (Unsocial Hours) • €22.20 (Overtime/Sundays) • €29.60 (Bank Holiday) Year 2 • Basic Rate €15.35 • €19.19 (Unsocial Hours) • €23.03 (Overtime/Sundays) • €30.70 (Bank Holiday) Year 3 • Basic Rate €15.90 • €19.88 (Unsocial Hours) • €23.85 (Overtime/Sundays) • €31.80 (Bank Holiday) Year 4 • Basic Rate €16.90 • €21.13 (Unsocial Hours) • €25.35 (Overtime/Sundays) • €33.80 (Bank Holiday) Lidl is an equal opportunities employer. If you have any particular requirements, we will ensure any reasonable accommodations are implemented as part of the recruitment and selection process. We value diversity and inclusion in our workplace and want to ensure that all applicants have the same opportunity regardless of gender, civil status, family status, sexual orientation, age, disability, race, religious belief, political opinion or membership of the traveller community
Sales Consultant
Job Title: Sales Consultant Contract Type: Permanent Contracted Hours: Full-Time 38 hours per week Location: Cityside Belfast Salary: OTE £32,000 (pro-rata per annum uncapped earning potential) Join the Dreams & Sofatime Team – Make Every Day Exciting! At Dreams & Sofatime, we're on a mission: to be Ireland's go-to choice for beds and sofas, offering every customer an experience that stands out. We're different, and we’re proud of it! Right now, we're in the middle of a major expansion – with two brand new stores recently launched in Ireland, this is a brilliant opportunity to join us at an exciting time in our growth. You'll be working in a brand-new store, alongside an experienced and supportive manager, who will be there to help you succeed every step of the way. What You Can Expect Get ready for a fun, challenging, and rewarding work environment, where we all pull together as one team. Here’s what we offer: Uncapped earning potential – the sky’s the limit with our highly competitive salary and OTE. A generous staff discount that lets you enjoy our incredible products yourself. Pension scheme to help you plan for the future. Your New Role As a Sales Consultant, you’ll bring your passion for customers and sales to every interaction, helping people find the perfect products to transform their homes. You’ll: Important Note: Weekends, bank holidays, and some evening shifts are part of the deal – our customers need us at their convenience, and that’s when we shine! *Please note the closing date may change if the company have received a suitable number of applications. To be considered for this role you will be redirected to and must complete the application process on our careers page. Only completed applications will be considered. To start the process click Apply Now button below.
Purchasing Administrator
OVERALL ROLE OBJECTIVE: The Supply Chain department is responsible for the purchase, storage and shipment of materials for all aspects of Almac Sciences and Discovery businesses. The position will involve a varied work load with time being spent supporting the procurement team to ensure the continued success of the department. The main responsibilities of the role will be the processing of requisitions and placing purchase orders within for Almac Sciences and Discovery, management of the shared inboxes. JOB SPECIFIC RESPONSIBILITIES: The post holder will: 1. Be responsible for the administration needs of the procurement team. 2. Be responsible for converting the approved requisitions into purchase orders. 3. Ensure the purchase ordering system is maintained and kept up to date. 4. Resolve material queries and maintenance of Raw Material specifications within the internal quality systems. 5. Place orders for Sciences LLC / Almac Discovery and Almac Sciences Ireland when required. 6. Administrate the shared Sciences purchasing inboxes. 7. Pricing of new and existing business opportunities to support the wider business. 8. Add and manage item numbers on the TROPOS ERP system. 9. Any other duties as deemed necessary by the Procurement Manager. OVERALL ROLE OBJECTIVE: The Supply Chain department is responsible for the purchase, storage and shipment of materials for all aspects of Almac Sciences and Discovery businesses. The position will involve a varied work load with time being spent supporting the procurement team to ensure the continued success of the department. The main responsibilities of the role will be the processing of requisitions and placing purchase orders within for Almac Sciences and Discovery, management of the shared inboxes. JOB SPECIFIC RESPONSIBILITIES: The post holder will: 1. Be responsible for the administration needs of the procurement team. 2. Be responsible for converting the approved requisitions into purchase orders. 3. Ensure the purchase ordering system is maintained and kept up to date. 4. Resolve material queries and maintenance of Raw Material specifications within the internal quality systems. 5. Place orders for Sciences LLC / Almac Discovery and Almac Sciences Ireland when required. 6. Administrate the shared Sciences purchasing inboxes. 7. Pricing of new and existing business opportunities to support the wider business. 8. Add and manage item numbers on the TROPOS ERP system. 9. Any other duties as deemed necessary by the Procurement Manager. QUALIFICATIONS GCSE (or equivalent) Mathematics and English Language at Grade C or above EXPERIENCE Previous experience in an purchasing administrative role KEY SKILLS Proficiency in use of Microsoft Office applications (to include Word, Excel and Outlook) Effective communication skills (verbal and written)
Clinical Nurse Specialist
Avista is a dynamic disability service providing clinical supports and residential services to children with complex disability needs and their families. We have 3 network teams in Blanchardstown, Blakestown & Cabra. You will be joining dynamic, family centred, interdisciplinary teams with excellent access to supervision and support from team. The successful candidates will required to work as part of an Interdisciplinary Team that provide services to 0-18 year old children and young persons with complex needs. The candidates will work in partnership with families within a family centred model. JOB ADVERTISEMENT APPLICATIONS ARE INVITED FOR THE FOLLOWING POSITION: Clinical Nurse Specialist Child and Adolescent Mental Health of Intellectual Disability (CNSp CAMHS-ID) CHILDREN’S SERVICES, DUBLIN PERMAMENT FULL-TIME CONTRACT (37.5 Hours Per Week) OR PART-TIME CONTRACT (18.75 Hours Per Week) Salary: €59,661 -€75,289 *lsi *Salary subject to Relevant Public Sector Experience and pro-rated for hours of work. REQ: 26939 This is an exciting opportunity to join our CAMHS- ID team supporting children and young people up to 18 years of age with mental health needs and a moderate to profound Intellectual disability. Applications are invited from suitably qualified candidates. Essential: · Be registered in the Intellectual Disability/Mental Health Division of the Register of NMBI. · Have a level 9 post-registration QQI national qualifications relevant to the specialist area (Child and Adolescent Mental Health of Intellectual Disability) prior to application. · Have a minimum of 1 years’ post registration full time experience or an aggregate of 1 years’ full-time experience working in the area of Intellectual Disability. · Have a minimum of 1 years’ experience or an aggregate of 1 years’ full-time experience in the specialist area(Child and Adolescent Mental Health of Intellectual Disability). · Full clean driving licence and use of own car. · Be knowledgeable of Specialist Child and Adolescent Mental Health Services for Children with Intellectual Disability (CAMHS-ID) National Model of Service, CAMHS Operational Guidelines 2019, The Health Act 2007,HIQA regulations and Sharing the Vision-A Mental health Policy for Everyone 2020, Mental Health commission, UNCRPD. · Have excellent communication, interpersonal, teamwork and effective caseload management skills. · Possess good planning, organisation and effective time management skills together with the ability to work on their own initiative. Applicants should possess Level 2 behavioural competencies of Avista competency framework; this can be found on the last page of the Job Description Why work with us? Excellent Career Progression Opportunities. Supportive and innovative working environment. Comprehensive Pension Scheme. Generous annual leave entitlement. Free onsite car parking. Paid Maternity Leave & Sick Pay scheme. Bike to work Scheme. Tax Saver Travel Scheme. Please submit a Cover letter and CV as application via our website careers section at: https://www.rezoomo.com/company/avista/ Informal enquiries to Lisa Lavelle, Director of Nursing, Tel; 01 824 5484 Closing date for receipt of applications 26thNovember 2024. “A panel may be formed from which future positions may be filled.” Avista reserves the right to close the completion early should a sufficient number of applications be received. Avista is an equal opportunities employer.
Deli Assistant
Main purpose of the role:, Responsible for the preparation of high quality hot and cold deli products and for ensuring customer satisfaction is the number one priority. The ideal candidate will have/be: € HACCP training is desirable but not necessary € Excellent communication skills € Previous customer service experience is an advantage € The ability to work as part of a team in a fast-paced environment, ability to multi task under pressure € A passion for food and the ability to inspire shoppers. Main duties: € Actively live Centra brand-values i.e. Proud, Energetic, Imaginative and Community-Based € Prepare customer orders across all fresh food areas i.e. make sandwiches and rolls, dish up hot food and slice meats using the store€,,s portion control measures € Cook, prepare and display the foods sold throughout the day € Ensure that the counter displays across all fresh food departments are to the highest standards at all times throughout the day € Demonstrate your passion for quality food by sharing knowledge, recipes and personal recommendations with customers € Deal with all customer queries efficiently, professionally and in line with store policy.
Assistant Store Manager
*COMPETITIVE SALARY *MONTHY BONUS *50% EMPLOYEE DISCOUNT *LEADING OUTDOOR RETAILER* Who are we? We originate from the UK where we have a very strong market presence. Ireland is a great territory for us with its beautiful green landscape, and we have 10 stores. At 370+ stores globally and over 3000 employees we are a leading outdoor retailer, with an always-evolving attitude. You can find out about our fantastic own-brand products, as well as our newly launched brands, such as Animal, at www.mountainwarehouse.com. We’re working hard on sustainability, introducing more and more organic and recycled products- One Planet. Check out our “Inside the Outdoors” section, where you can explore the outdoors, find expert advice on how to choose your ski pants or top tips for dog owners, and learn about some of our charity ventures. Interested? If you embrace the buzz of retail and strive to achieve, then come on our journey, and join us - inside the outdoors!
Administrative Assistant
1. Main Purpose of Job The position will focus on delivering the core operations of the Payroll & Expenses Office, driving rigour and efficiencies into our processes and supporting the automation of key activates. 2. Main Duties and Responsibilities · Play key role in the execution of the PEO’s core deliverables. This includes the accurate and timely processing of weekly, monthly, hourly paid staff, pensioners, scholarships and expense pay-runs. · Managing assigned tasks and prioritising competing tasks in order to ensure that they are completed on time and to a high standard with excellent attention to detail. · Make considered decisions on how to resolve problems and move forward. Handle complex issues that requires judgement and engagement with stakeholders · Directly liaise with HR while performing ongoing data reviews for each payment run to minimise the risk of incorrect payment for each category of payee for which the PEO is responsible. · Initiate and drive rigour/ improvements to processes and systems including detailed system specifications, implementation, development and testing. Test periodic system patch release updates. · Support the inducting of new staff members. Manage/ supervise staff and day to day operations when required to do so. · Support the PEO in meeting the requirements of the relevant Government agencies (e.g., Revenue, Social Welfare, etc.). · Assist with auditor (both Internal and External) and funder queries in a timely and accurate manner. · Maintain own knowledge of relevant University Policies and Procedures. To keep up to date with developments in Revenue reporting, tax, social welfare, wage agreements, accounting procedures, IT etc. · Initiate, coordinate and lead training sessions with customers & end users to ensure they’re well informed on University policies and system navigation · Safeguarding of the University’s interests in the processing and payment of pay runs, ensuring compliance with best practice, policy, internal controls and applicable statutory regulations. · To positively engage in the public relations aspect of the PEO in a mature and tactful manner. Build strong relationships with key stakeholders and deliver exceptional customer service. Ensure confidentiality is observed at all times. · Any other related duties as specified by the Payroll and Expenses Office Manager and/or the Expenditure Manager and/or Financial Accountant/DFA. 3. Requirements for the role: The successful candidate will demonstrate the eligibility requirements below in terms of qualification, skills and experience: Essential Criteria · At a minimum, passes in 5 subjects at Leaving Certificate level (or equivalent) · A payroll / accounting qualification or equivalent post leaving certificate qualification · A minimum of two years employment experience which demonstrates a high level of administrative support in a demanding office environment. · Proven experience in delivering and managing large and complex pay runs in a fast-paced environment · Payroll / Accounting experience including detailed knowledge of PAYE, PRSI, USC rules, etc. · Strong Excel skills (Applicants will be required to complete an assessment) · Excellent IT skills with proficiency in MS Office suite · Proven ability to work as part of a team · The competence and ability to operate a high degree of initiative since the post holder will on occasion be required to make decisions without direct supervision · Ability to interact and communicate effectively with University staff, auditors and other external parties · Accuracy in processing and attention to detail · Flexibility is required for these roles and note that restrictions on annual leave may apply during busy periods. Desirable Criteria · Experience of the public sector / higher education sector · Experience in delivering customer-focused service · Experience in delivering and managing travel & subsistence expenses pay runs The above criteria will be utilised to shortlist and select candidates for interview. Application A.Existing University of Galway employees If you are an existing University of Galway employee, please use the University of Galway Core Portal to apply for this post. The following is a link to the Core Portal http://ess.universityofgalway.ie. Core Portal user guides can be found at https://www.universityofgalway.ie/human-resources/employeeselfservice/ . Please ensure that you read the attached guide prior to applying for this post and allow sufficient time to make your online submission in advance of closing date. Please note that closing dates/times cannot be extended for user error. Unfortunately, late applications cannot be accepted. Employment permit restrictions apply for this category of post. The completed application document must be submitted online to reach the Human Resources Office no later than Thursday 28th November 2024. B. All applicants will receive an acknowledgement of application. If you do not receive an acknowledgement of receipt of your application or if you have any other queries regarding the application process please contact recruit@universityofgalway.ie or telephone 091-492151. C. Incentivised Scheme for Early Retirement (ISER): It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees are ineligible to apply for this position. D. Pension Entitlements: This is a pensionable position. Details of the applicable Pension Scheme will be provided to the successful candidate. The Pension element of this appointment is subject to the terms and conditions of the Pension scheme currently in force within the University. This Scheme may be amended or revised by the Irish Government or its agents at any time. The Public Service Superannuation (Miscellaneous Provisions) Act 2004 set a minimum retirement age of 65 and removed the upper compulsory retirement age for certain New Entrants to the Public Sector on or after 1 April 2004. Effective from 1st January 2013, The Single Public Service Scheme applies to all first-time new 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. Compulsory retirement age will be 70. F. Collective Agreement: Redundancy Payments to Public Servants: The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the public service by any public service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. Thereafter the consent of the Minister for Public Expenditure and Reform will be required prior to re-employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) and the Minister’s consent will have to be secured prior to employment by any public service body. Please refer to Revenue circular ( www.revenue.ie/en/about/foi/s16/income-tax-capital-gains-tax.../05-05-19.pdf ) for information on revised tax arrangements which may apply on rehire if you have previously received a redundancy payment from University of Galway. G. Department of Health and Children Circular (7/2010): The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition. H. Declaration: Applicants will be required to confirm whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. The above represents the main schemes and agreements restricting a candidate’s right to be re-employed in the public service. However, it is not intended to be an exhaustive list and candidates should declare details of any other exit mechanism they have availed of which restricts their right to be re-employed in the public service. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. J. Work Permits: Work permits are permits which are granted to non-EU/EEA Citizens to allow them to work in Ireland legally. It's an illegal offense to work in Ireland without a work permit and both the employer and the employee are held responsible. For more information on work permits and for future updates, visit the Enterprise, Trade and Employment website www.djei.ie . Please see list of ineligible categories for work permits at https://dbei.gov.ie/en/What-We-Do/Workplace-and-Skills/Employment-Permits/Employment-Permit-Eligibility// Assessment Procedure A. Board of Assessors Applications will be considered by a Board of Assessors, who will shortlist and interview candidates. All applications and other materials submitted by applicants will be treated in strict confidence by all panel members and others involved in the administration of the recruitment. No information about the identity of applicants, or details of their applications, will be released to others, except where it is necessary as part of the selection process. B. Interview Dates Candidates will be advised of arrangements in due course. We endeavour to give as much prior notice as possible for interview dates etc. Candidates should make themselves available for interview and presentation on the date(s) specified by the University. Candidates who do not attend for interview or other test when and where required by the University or who do not, when requested, furnish such evidence as the University requires in regard to any matter relevant to their candidature, will have no further claim to consideration. C. Referees Referees listed on the application form of the successful candidate will be contacted following interview, with the exception of academic posts. D. Offer All candidates will in due course be notified of the outcome of their application. The Human Resources Office will offer the post to the candidate appointed once the appointment has been made by the University Appointing Authority. The successful candidate will be required to submit evidence of age, original qualifications and may be required to complete a medical examination. Once a conditional job offer has been made, the candidate will be asked to complete a confidential pre-employment health questionnaire that the University’s Occupational Health Service will use in order to assess medical fitness to undertake the duties of the post. The information provided on the questionnaire will be used (i) to assess the candidates medical capability to do the job applied for; (ii) to determine whether any reasonable adjustments may be required to accommodate any disability or impairment which the candidate may have; and (iii) to ensure that none of the requirements of the job for which the candidate applied would adversely affect any pre-existing health conditions the candidate may have. Human Resources Office. Salary: €41,350 to €57,660 (applicable to new entrants effective from January, 2011) and in accordance with the terms and conditions of the University’s Remuneration policy. This appointment will be made on the Grade 3 payscale in line with current Government pay policy.
Librarian
Competencies for the Post 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 these. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates: Competency 1: Management and Change · Mission and Vision Contributes to the development of a corporate long term purpose, mission and vision for the local authority as a manager. · Political Awareness Has a clear understanding of the political reality and context of the local authority. · Bringing about Change Effectively manages the introduction of change; fosters a culture of creativity in employees and overcomes resistance to change. · Safety, Health & Welfare at Work. Fully implements safe systems of working in accordance with the Corporate Safety Statement and relevant Ancillary Safety Statement for their area of work. Competency 2: Delivering Results · Operational Planning Contributes to operational plans and develops team plans in line with priorities and actions for their area of operation, having regard to corporate goals, operational objectives and available resources. Establishes high quality service and customer care standards. · Managing Resources Manages the allocation, use and evaluation of resources to ensure they are used efficiently to deliver on operational plans. Drives and promotes reduction in cost and minimisation of waste. · Delivering Quality Outcomes Promotes the achievement of quality outcomes in delivering services, which are linked to the corporate priorities, with a focus on continuous improvement. Evaluates the outcomes achieved against operational plans, identifies learning and implements improvements required. Competency 3: Performance through People · Leading and Motivating Leads, motivates and engages others to achieve quality results. · Managing Performance Effectively manages performance using the PMDS process. Builds and leads a positive, diverse and productive team effectively. Empowers and encourages people to deliver their part of the operational plan. · Managing Conflict Effectively identifies and manages conflict and potential sources of conflict to reach beneficial solutions and positive outcomes. Uses diplomacy and tact to facilitate working relationships with dissatisfied staff or customers. · Communicating Effectively Recognises the value of and requirement to communicate effectively with all employees. Has effective verbal and written communication skills. Has good interpersonal skills. Competency 4: Personal Effectiveness · Qualifications and Knowledge Keeps up to date with the skills, experience and knowledge necessary for the role. · Resilience and Personal Well Being Remains calm under pressure and can separate personal issues from work issues. Has a strong sense of self belief. · Personal Motivation, Initiative and Achievement Is enthusiastic about the role and is motivated in the face of difficulties and obstacles. Does more than is required or expected, anticipating situations and acting to pre-empt problems. Takes action within the bounds of own ability. 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, hold a degree (level 8 on the National Framework of Qualifications) in the area of Library and Information Studies. 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. The current salary scale applicable to the post is €50,206 - €60,051 ( 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: Duties and Responsibilites : · Manage and develop library branch/service point · Oversee and deliver excellent customer service · Management of staff and development of library teams · Bibliographic services and collection development to include acquisitions and cataloguing · Develop and support community engagement and library participation · Provide leadership in; organise and promote library cultural events and programmes · Support and deliver national programmes and services for all members of the community in Reading and Literacy; Learning and Information and Community and Culture · Deliver user education in all areas of information provision including ICT, and eResources · Deliver and promote My Open Library and self-service technologies · Use Library Management Systems, Digital Services, Social Media and self-service technologies to deliver effective and efficient library services · Manage buildings, health and safety and child protection within libraries · Administrative and budget management duties to include data collection and analysis, report writing and financial reconciliation · Any other duties that may be assigned by the line manager. 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 current working hours provide for 35 hours per week and involves working late nights/weekends and rosters. You may be requested in certain circumstances to work overtime and time off in lieu will be applicable. The provisions of Offaly County Council’s Time and Attendance Policy is applicable to this grade at the current time. The working hours may be reviewed at any time by the Council. 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 dependant 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: 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. 12. 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 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. 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. In light of COVID-19, interviews may be held via MS Teams rather than a traditional face-to-face interview. 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. Right to Review: Offaly County Council’s Recruitment & Selection Policy document is available from the Human Resources Department or on our website at www.offaly.ie/ careers . This document includes details of the appeals procedure available to applicants for each stage of the recruitment process. 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. 13. 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. 14. 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. 15. 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. 16. Reference/Documentary Evidence: 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. 17. Garda Vetting: Successful candidates may be subject to Garda Vetting and Child Protection Procedures in advance of appointment to the position.
Emergency Control Operator
The Position Limerick City and County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which temporary and permanent vacancies for Emergency Control Operator may be filled throughout the lifetime of the panel. Limerick City and County Council operates the Munster Regional Communications Centre (MRCC) on behalf of local authorities in Munster. This centre is responsible for the receipt of Emergency Fire Service calls and the despatch of Fire Appliances and other resources within the Munster Region. Additionally, the centre liaises with other regional communication centres and national agencies and may take other communication centre’s emergency calls during busy periods. The MRCC also takes non-emergency calls for the Munster Region. The primary role of an Emergency Control Operator is to receive and dispatch emergency fire service calls. They also perform a broad range of other administrative and operational tasks. The successful applicants will be required to undertake and participate in a comprehensive assessment programme, which will be subject to ongoing review. The programme consists of two phases. Phase 1 is 12 weeks and involves an induction programme, procedural learning and processing calls in a test environment. Phase 2 commences following successful completion of phase 1. This involves a transition to a supervised live call-taking environment. A one-year probation period will commence and during this period the employee is regularly appraised. Emergency Control Operator will be expected to carry out the following non-exhaustive list of duties: Operational Duties: *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. It is desirable that candidates will demonstrate through their application form and at the interview the following: Terms and Conditions 1. The Post: Subject to the availability of suitably qualified candidates 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 Director General. The panel may be used by Limerick City and County Council to fill permanent and temporary positions that may arise for its duration. Vacancies will be offered in order of merit as per the panel. 2. Annual Leave The successful candidate will have 27 days annual leave. 3. Salary: Salary scale: €37,404.71 – €47,278.06 per annum, inclusive of LSIs. A 20% shift allowance also applies. Sunday premium and bank/public holiday payments will also apply. Payment of increments is dependent on satisfactory performance. Entry point of this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government & Heritage. 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 (currently €37,404.71). 4. Location: Limerick City and County Council reserves the right to assign the successful candidate 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 travel to and from work at their own expense. 5. Hours of Work The 39 hours of work are on a rotating shift basis, the current roster is 5-week roster, that averages 39 hours a week over 5 weeks and is a mix of 9 and 12-hour days and 12-hour nights including weekends to provide 24 hour cover 365 days a year You may be required from time to time to work shifts outside your normal pattern and shift patterns are subject to change to meet operational requirements. The provisions of Limerick City and County Council’s Time and Attendance Policy is applicable to this grade at the current time. 6. Sick Leave: The terms of the Public Service Sick Pay Scheme will prevail 7. Superannuation: The Local Government Superannuation Scheme applies. 8. Travel: Holders of the post should hold a full driving licence for class B vehicles and shall be required 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. Limerick City and 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. 9. Residence: The holder of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. 10. Safety and Welfare: The holder of the post shall co-operate with the terms of Limerick City and County Council’s Safety Statement and Major Emergency Plan. The successful candidate shall make themselves aware of the safety rules and procedures and make proper use of all safety, clothing and equipment. 11. 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. 12. 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 they fail 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 them. 13. Garda Vetting : The National Vetting Bureau (Children and Vulnerable Persons) Act 2012 to 2016 came into effect on 29th April 2016. The Act places a statutory obligation on Limerick City and 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’. 14. Probation: Where a person who is not already a permanent employee of a local authority is appointed, the following provisions shall apply: (a) There shall be a period after such appointments take effect, during which such person shall hold such post on probation. (b) Such period shall be set by the Director General and this period may be extended at their discretion. (c) Such person shall cease to hold the post at the end of the period of probation, unless during such period, the Manager has certified that the service of such person is satisfactory. 15. 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
Library Assistant
KILKENNY COUNTY COUNCIL Kilkenny County Council provides services to a population of over 103,000 citizens in County Kilkenny in areas of housing, roads, transportation, planning, environment, economic and community development, tourism, libraries, fire and emergency response, parks, amenities, heritage, arts and water services. We have over 600 employees and can offer exciting careers across our services in various roles such as engineering, technical, financial, management, administration, library services, fire services and general services. Our headquarters are in Kilkenny City and we have area offices throughout the county. The Council operates within an annual revenue budget of over €111.1 million and a multi-annual three-year capital budget of €160 million. LIBRARY SERVICE Kilkenny County Council Library Service operates in a dynamic and changing environment across its network of 8 branch libraries, one mobile library service, Library Administrative Headquarters including Local Studies. The library service is charged with delivering on the aims and objectives of the sector’s 5-year strategy, The Library is the Place, 2023-2027 and the local library development plan. JOB REQUIREMENTS MINIMUM ELIGIBILITY REQUIREMENTS Minimum Eligibility Requirements are the minimum requirements required for the position and are set out by the Department of Housing, Local Government and Heritage for administrative and technical/engineering grades. For outdoor grades and some specialised grades, the minimum eligibility requirements are set out by Kilkenny County Council Human Resources Department in consultation with the relevant Line Manager as they are not set centrally by the Department. Applicants will be required to submit scanned images of documentation to establish the applicant meets the following minimum eligibility criteria: CHARACTER Each candidate must be of good character. HEALTH Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. EDUCATION, EXPERIENCE, ETC. Each candidate must have a good general level of education DESIRABLE REQUIREMENTS Kilkenny County Council can for any position they advertise, include Desirable Requirements. Desirable Requirements are those that would be beneficial to optimising job performance. Desirable Requirements can be used if necessary to reduce numbers called for interview. It is desirable that the ideal candidate will possess a full driving license for class B vehicles free from endorsement and must provide proof of same. Must demonstrate a high level of competence in ICT skills and proficiency. Applicants should satisfy themselves they are eligible under the required qualifications. Kilkenny County Council may not be in a position to investigate the eligibility of all candidates in advance of the interview/examination, and hence persons who are ineligible but nevertheless enter, may put themselves to unnecessary expense. The onus is on the Applicant to establish eligibility in the Application Form. Also, it is required that the CAO Qualifications Code is included in the Education/Training section. CAO Qualification Codes can be found on https://www.cao.ie/courses.php, you can then carry out your search by Institution and Course Title. CITIZENSHIP 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. JOB DESCRIPTION ROLE Kilkenny County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which temporary and permanent vacancies for Library Assistant may be filled. Positions may arise in any area of the Library Service. The Library Assistant role is a frontline position and they will work as part of a multidisciplinary team to meet the wide-ranging information, education, research and cultural needs of the citizens of Kilkenny. The Library Assistant will be employed in any one of our libraries or in Library Headquarters. The role involves supporting managers and colleagues and working as part of a team in meeting work goals and objectives and delivering quality services to internal and external customers. The role requires that employees’ carry out their work and duties in a flexible manner. JOB DUTIES AND RESPONSIBILITIES: The duties of a Library Assistant are varied and can involve assignment to different libraries as well as relief duties across the library network. PARTICULARS OF OFFICE TYPE OF POST To form a panel from which Permanent, Fixed Term, Specific Purpose and where applicable Acting-Up contract posts, may be filled. SALARY The salary shall be fully inclusive and shall be as determined from time to time. The holder of the office shall pay to Kilkenny County Council any fees or other monies (other than inclusive salary) payable to and received by him/her by virtue of his/her office or in respect of services which he/she is required by or under any enactment to perform. In accordance with EL02/2011 persons who are not serving Local Authority employees must be placed on the minimum of the scale. Where a person being appointed is a serving Local Authority employee normal starting pay rules will apply. The rate of remuneration may be adjusted from time to time in line with government policy. The current salary scale for the position is €29,811 minimum to €46,945 inclusive of LSI. SUPERANNUATION CONTRIBUTION 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. It applies to all first-time entrants to the Public Service as well as former public servants returning to the public sector after a break of more than 26 weeks. Your contributions will be made up of 3% of your gross pensionable remuneration and 3.5% of your net pensionable remuneration (your gross pensionable remuneration less twice the value of the Contributory State Pension). As of 25th March 2019, the weekly CSP rate is €248.30. Your normal retirement age under this scheme is the same age at which you can claim the Contributory State Pension. The minimum age for receipt of this pension is Age 66. There is a compulsory retirement age of 70 years. Persons who commenced in Public Service Employment after 6th April 1995 and prior to 1st January 2013: Persons who became pensionable employees after 6th April 1995 and prior to 1st of January 2013, without a break in employment, will join the Local Government (Superannuation) (Consolidation) Scheme 1998. Contributions are payable at the rate of 1.5% of your basic salary, 3.5% of basic salary less twice two times the value of the Contributory State Pension and a further 1.5% is payable for spouse and children’s contributions (*non-officer grades pay a co-ordinated contribution: ‘Non-New Entrants’ (those who became pensionable after 6th of April 1995 and prior to 1st April 2004) have a minimum retirement age of 60 and a compulsory retirement age of 70. ‘New Entrants’ (those who became pensionable after 1st April 2004 and prior to 1st January 2013) have minimum retirement age of 65 with no compulsory retirement age. Persons who commenced in Public Service Employment before 6th April 1995: Their minimum retirement age is 60 and they have a compulsory retirement age of 70 as per Department of Housing, Planning and Local Government Circular Letter CL/2/2019. Contributions are 5% of basic salary and 1.5% of basic salary toward Widow’s & Orphan’s or Spouse & Children’s Scheme. PENSION ABATEMENT If the appointee was previously employed in the Civil Service or in the Public Service please note that the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 (Section 52) includes a provision which extends abatement of pension for all Civil and Public Servants who are re-employed where a Public Service Pension is in payment. This provision to apply abatement across the wider public service came into effect on 1 November 2012. This may have pension implications for any person appointed to this position that is currently in receipt of a Civil or Public Service pension or has a preserved Civil or Public Service pension which will come into payment during his/her employment in this position. Prior to appointment, successful applicants will be obliged to complete a declaration in relation to previous Public Service pensionable employment. Please note: In applying for this position you are acknowledging that you understand the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office will support an application for an abatement waiver in respect of appointments to this position. PENSION ACRUAL A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one pre-existing public service pension scheme (i.e. non-Single Scheme) as per the 2012 Act shall apply. This 40-year limit is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. PROBATION The following provisions shall apply: There shall be a period after such appointments take effect during which such persons shall hold such office on probation; Such period shall be one year but the Chief Executive may at his/her discretion extend such period; Such persons shall cease to hold such employment at end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory. PRE-EMPLOYMENT MEDICAL QUESTIONNAIRE/EXAMINATION For the purposes of satisfying the requirement as to health, it will be necessary for each successful applicant, before he/she is appointed, to undergo a medical questionnaire/examination by a qualified medical practitioner to be nominated by Kilkenny County Council. In the event the applicant does not take up the post following the pre-employment medical, he/she will reimburse Kilkenny County Council the cost of the medical questionnaire/examination, as per a previously signed understanding. HOURS OF WORK The person appointed will be required to Work 35 hours per week, from Monday to Saturday, including some evenings every week. Hours may be subject to change as required. The holder of the office may be based in any of the branch libraries or in Library HQ and will be expected to travel to and work in other library service points as required. ANNUAL LEAVE Annual leave entitlement for this position is 27 days per annum in accordance with Department of Environment, Community & Local Government Circular LG(P) 07/2011. TRAVEL When required to do so holders of the office shall hold a full driving licence for class B vehicles free from endorsement and disqualification 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. It is Kilkenny County Council policy that all staff using their private cars for work purposes, regardless of the frequency should: 1) Indemnify Kilkenny County Council on their personal insurance policy 2) Note business class on their personal policy 3) It is the obligation of the driver/owner to ensure that the vehicle is fit to be on the public road. 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 any other relevant documents. 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. LOCATION The holder of the office shall reside in the district in which his/her duties are to performed or within a reasonable distance thereof. SAFETY, HEALTH & WELFARE The holder of the post shall comply with Kilkenny County Council’s Safety Management System. He/she shall familiarise him/herself with the Safety statement for his/ her section and all the associated safety & health risk assessments, safe systems of work, and procedures and make proper use of all safety clothing and equipment. Failure to comply with the Safety Statement and its requirements may result in disciplinary action. TRAINING It is a condition of employment that successful applicants will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. POLICIES & PROCEDURES The post-holder will be expected to abide and adhere to the policies & procedures applicable to Kilkenny County Council. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
