Clerical Officer jobs in Cork
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The Role Job Description This is a junior management position which offers an excellent opportunity to build a career in Revenue and to experience a wide variety of work, which may include the following: • Tax, excise and customs related audits and compliance work including the use of electronic audit techniques. • Working both individually and as part of a team to confront non-compliance. • Contributing to the development of tax and customs policy. • Advising on interpretation of taxation and customs law and practice. • Using data and statistical analysis to assist in risk identification. • Managing staff performance as required. Applicants should note that Revenue is a responsive and agile organisation and, as such, they may be assigned to projects and other duties appropriate to the role of Executive Officer in Tax, Audit and Compliance. Training and Development Revenue provides excellent opportunities for personal development and life-long learning. We have a wide range of roles across all aspects of the tax code with a commitment to mobility and development. We operate a specially developed modern performance measurement framework aimed at building skills and maximising potential. We sponsor and support many additional training courses including those leading to recognised qualifications. In addition to the bespoke technical training outlined below, Revenue offers a range of enhanced support for employees who wish to pursue professional qualifications in their relevant fields. These supports include a generous study leave allocation for attending lectures and preparing for exams, extra tutorials, and access to subject matter experts, as well as peer learning and support throughout the process. Technical Training Executive Officers will be required to complete Revenue’s audit training programme. This includes practical training carrying out Revenue interventions; and may include an academic qualification on a course accredited by a recognised academic institution and/ or professional body, on which you will be required to successfully complete all relevant exams and course work. Courses commence in January, April, and September each year. The training covers many areas of tax and customs law and procedures, takes approximately three years to complete and is specifically aimed at providing Executive Officers with the technical skills to undertake the full range of Revenue compliance work. This training is delivered via a blended delivery model and there will be an element of in-person classroom attendance required. The location for this in-person training will be determined by the members in each group. While Revenue will try to accommodate training locally, an element of travel may be required. In such cases, the normal rules relating to travel and subsistence will apply. Examples of practical elements of the programme may include: • Business taxes audit of both chargeable persons and companies. • Compliance interventions on PAYE taxpayers. • Investigative work to detect tax and duty evasion across all tax types. • Applying analytics to Revenue’s business, intelligence, and risk systems to detect compliance risks. Why Work for Revenue? Making a Difference A career in Revenue is meaningful, varied, rewarding and interesting, and can encompass a wide range of activities in the areas of tax, customs and excise, administrative law, and ICT. Revenue staff enjoy rewarding careers with work ranging from direct engagement with individual taxpayers, businesses, and tax agents; to policy development and analysis; investigative work; legal services; and frontier management to name but a few. Our staff work both independently and as part of a team in a dynamic environment. We offer exciting opportunities to solution-orientated people whose values align with ours to help us be a high performing and responsive tax and customs administration. Learning and Development Revenue recognises the value of investing in its staff and developing their skillsets both to their benefit and to the benefit of our overall capability as an organisation. Revenue provides excellent opportunities for personal and career development, as well as lifelong learning in leadership, management, and technical skills. Equality, Diversity, and Inclusion Revenue is an equal opportunities employer. We promote, recognise, and respect the cultural diversity within our workforce, nurturing a culture of dignity and respect for all, with a team dedicated to supporting diversity, inclusion, and wellbeing. Environment We acknowledge our duty within our workplace and to the wider environment. We encourage approaches that reduce our carbon footprint by communicating and managing sustainable practices in our offices, as well as engaging with ‘Green’ Public Procurement policies in securing goods and services. Work-Life Balance In addition to the personal and professional fulfilment of positively impacting on Irish society and the support that Revenue offers its staff in achieving this, other benefits to a career in Revenue include: • Stable employment following a one-year probationary period. • Flexible working hours. • Flexi-leave (for grades up to and including Higher Executive Officer). • Option to apply for a shorter working week/ year following probation and subject to approval. • Blended working opportunities: while requests for blended working may be facilitated, some on-site (i.e. office/ business premises) attendance will be required in all roles, in line with business needs. Person Specification The position involves working as part of a tax, audit, and compliance team, including in relation to excise duties. Necessary elements of the role may involve face-to-face interaction with both taxpayers (business and personal) and tax advisers, as well as site visits to business premises. An interest in developments in business and the economy generally is essential. Additionally, being comfortable discussing wide-ranging tax, excise, and business matters across a broad spectrum of taxpayers and agents is crucial. Candidates need to be enthusiastic, willing to learn and have a commitment to the job of auditing. An interesting and varied career will be offered to successful candidates. Applicants should possess or have the capacity to quickly acquire and assimilate all the abilities required of an Executive Officer in Tax, Audit and Compliance. In particular, applicants must demonstrate, by reference to specific achievements in their work or academic career to date, that they can effectively perform the duties of the role as outlined in Section 2 above. A description of the competencies is set out in the Appendix. Location This is a nationwide competition. Please select your location preferences when completing the application form. You must only select a location where you would be prepared to take up a position and you may only select a maximum of 2 locations. Please also note you may not change your location preferences after the closing date of this competition. Revenue may, subject to business needs, offer posts in other locations which were not cited as location preferences at application stage. If this occurs, offers would be made in strict order of merit from the panel established. Revenue has modern, flexible, and family-friendly working policies, which include opportunities for blended working. In blended working arrangements, some office attendance in your location preference (and occasional attendance in Dublin) will be required in all roles, in line with business needs. Successful candidates are required to remain in their assigned location for a minimum of two years. Revenue has an active mobility policy; appointees may apply to move to an Executive Officer level role in Revenue or another Government Department under the Civil Service Mobility Scheme after two years in the post. Essential Entry Requirements Candidates must have, on or before, Friday, 02 May 2025: a) Obtained a minimum of a Level 6 Qualification on the National Framework of Qualifications which includes a financial or legal discipline. OR b) Hold an internationally recognised industry certified equivalent qualification in at least one of these areas (e.g., A.I.T.I., Tax Technician, Accounting Technician), that Revenue agrees to be at least an equivalent or higher standard to the above. OR c) Hold a minimum of a Level 8 Qualification on the National Framework of Qualifications. Selection Methods Potential Selection Methods These may include some or all of the following: • An Eligibility Sift. • Shortlisting of candidates based on the information contained in their application form. • Online assessment tests. • A competitive interview (final stage) via MS Teams based on the essential competencies required for the post and the information contained in the applicant’s application form. This may include a presentation relevant to the role (topic will be identified when candidates are scheduled for interview). Candidates are not permitted to use any type of recording equipment at any stage of the selection process. 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. Assessment Boards An assessment board, or boards, will be set up by Revenue to conduct any interim selection processes and interviews. Selection Stages It is important to note that candidates must reach the required standard in any interim selection stage, to be considered suitable for progression to the next stage of the selection process. Candidates progressed to final interview stage must meet a minimum standard of 55% in each scoring area, to be considered for inclusion on the panel. Panel A panel1 will be established from this competition to fill positions that may arise over the lifetime of the panel. This panel will expire one year from the date of its establishment. Placement on a panel is not a guarantee of appointment to a position. It is important to note that: • Once an offer is accepted, the candidate will not be considered for any other appointment from the panel. • If an offer of a post in a location is declined, the candidate may not be considered for the declined location again; but may remain on the panel in consideration for offers of posts arising in other locations. Job Posts Candidates who are successful in this competition may be offered posts in other government departments, or elsewhere in Revenue as appropriate, in accordance with business needs. Candidates who decline posts in other government departments will remain eligible for consideration of posts in Revenue in accordance with section 7.4. Reasonable Accommodations Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a candidate with a disability to have an equal opportunity for this competition. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/ or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/ or adjustments will be kept entirely confidential. If a candidate requires any reasonable accommodations to be made at any stage of the selection process, the candidate should set out the requirement on the application form and Revenue will endeavour to make the necessary arrangements. Alternatively, candidates can email CSDOpenRecruitment@revenue.ie. Requests for reasonable accommodations must be outlined in advance; any matters brought to attention afterwards may not be taken into consideration. Terms and Conditions of Service General The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Salary: Personal Pension Contribution (PPC Rate) The salary scale for the position of Executive Officer in Revenue, as of 1 March 2025, is as follows: Personal Pension Contribution (PPC) €37,544 €39,465 €40,550 €42,667 €44,564 €46,400 €48,229 €50,019 €51,848 €53,670 €55,604 €56,900 €58,748 (LSI 1) €60,610 (LSI 2) The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Long service increments may be payable after 3(LSI1) and 6(LSI2) years’ satisfactory service at the maximum of the scale. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance increments may be payable in line will current Government Policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of one year from the date specified on the contract. At the discretion of the Head of Office a person may be assigned to other work depending on the business needs and capability development of the office and that person’s career development needs. During the probationary contract period, a person’s performance will be subject to review by their supervisor(s) to determine whether the person: (i) Has performed in a satisfactory manner. (ii) Has been satisfactory in general conduct. (iii) Is suitable from the point of view of health with particular regard to sick leave. Prior to completion of the probationary contract, a decision will be made as to whether or not a person will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956- 2005. This decision will be based on performance assessed against the criteria set out in (i) to (ii) above. The detail of the probationary process will be explained to the person by Revenue and the person will be given a copy of the Department of Public Expenditure NDP Delivery and Reform guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side inaccordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In the following circumstances your contract may be extended, and your probation period suspended: • The probationary period stands suspended when an employee is absent due to Maternity or Adoptive Leave. • In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation. • Any other statutory provision providing that probation shall - (i) stand suspended during an employee’s absence from work, and (ii) be completed by the employee on the employee’s return from work after such absence. Where probation is suspended, Revenue will notify you of the circumstances relating to the suspension. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department.
Front Office Assistant
RESPONSIBLE FOR: To greet guests in accordance with training and allocate rooms according to laid-down procedures. The main duties involved in the role of a Front Office Assistant at The Address Collective are outlined below however this list is not exhaustive. MAIN DUTIES: · To arrive promptly on duty as scheduled in a full, clean & presentable uniform at all times in accordance with company grooming policy. · Maintain the highest level of personal and work cleanliness and hygiene. · Adhere to the company's Code of Conduct. · To comply with company regulations regarding, fire, health and safety, hygiene, customer care and security. · To read, understand and carry out your responsibilities as defined in the Health and Safety Statement and Staff Handbook. · Check and ensure the correctness of all reception floats. · Ensure work areas are kept clean, safe and tidy at all times. · Receive and register guests on arrival, using their names at all times adhering to laid down procedures e.g. brand standards. · Ensure all documentation relating to the registration and checking out of guests is as per standard of procedures. · Be thoroughly familiar with all company selling procedures and promotions. · Be aware of hotel room availability and rates at all times. · Adhere to all regulations in respect of Health and Safety, hygiene, guest safety, fire regulations, emergency procedures, etc · To ensure that any additional requirements for guests are offered and catered for as much as is reasonably possible, i.e. dinner reservations, porter, information services etc. · To ensure that all charges are posted correctly onto room bills. · Maintain & monitor management accounts. · Be aware of all hotel facilities & amenities. (ie car parking, directions etc) · Communicate with colleagues and guests professionally. · Provide the highest level of customer services consistently. · Provide relevant reports to departments as required. · To take reservations and respond to guests in a timely and professional manner. · To answer switchboard in a warm and welcoming manner and effectively transfer calls to correct extensions in the absence of the switchboard operator. · To administer all reservations, cancellations & no-shows in line with company policy. · Fulfil all reasonable requests from guests to ensure their comfort, satisfaction and safety. · Conduct regular security checks throughout the day and report any issues to management. · Report any maintenance issues immediately to management, · To correctly take messages for guests/staff ensuring that date, time, message, from, to and initial are noted. · To ensure that relevant people receive any messages immediately. · Dealing with any guest requests/queries in a polite and attentive manner and reporting/logging any problems to the Duty Manager. · Balancing of telephone, lounge, restaurant, bars and reception cash at the end of each shift. · The sensible allocation of rooms to customers having viewed all relevant guest requests. · Check all telephone charges from meeting rooms and ensure they are posted to correct folios. · Handling safe deposits for guests. · Maximise in-house selling whenever possible and maintain an awareness of all sales opportunities. · Dealing with Foreign Exchange for customers. · To ensure that all monies are kept secure at all times. · All staff of the company are required to make themselves available for training and communication meetings for which advance notice will normally be given. The content of all training session and issues addressed at team meetings must be adhered to. · Complete duties as per checklist · To ensure that all cash in dealt with in accordance with cash handling procedures. · To carry out any reasonable duty requested by a manager, senior staff member or request of a guest.
Retail Security Officer
Variable shift patterns which will include Dayshifts, Weekends Shifts are 8-12 hours in duration Free replenished uniform €14.50 + Site Allowance Sunday Premium Who is Mitie? Mitie provides a wide range of facilities management (FM) services across Ireland, Europe, and the UK. These are delivered as integrated FM contracts, in bundles or as single services, depending on client requirements. Our service areas include technical services, energy and building services, cleaning, security, front of house and consultancy. We work with a wide range of private and public clients to create great work environments which resulted in Mitie winning 3 awards in the 2022 Facilities Management Awards, including Total FM Service Provider for the second year in a row. Mitie have been awarded the IBEC KeepWell Mark in 2021 and 2022 for our commitment to employee wellbeing and we have also been named in the Top 100 Employers for Wellbeing in Ireland for two years in a row. We are proud of our diverse workforce and like to recognise our people through various reward and recognition schemes, as well as through learning and development. Our premise is simple: the exceptional, every day. About the role: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Loss Prevention Officer
About the role: We are looking for a Loss Prevention Officer to join the Loss Prevention team! Working within our Loss Prevention team you’ll effectively support the provision of a safe and secure working and shopping environment, providing a uniformed presence to protect the company assets and to minimise loss. This position is based in Cork You will: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Staff Officer
SECTION 1: THE ROLE The Staff Officer is a supervisory/management position within the Council and is assigned responsibility for administration and managing the performance of a section/department/team. The administrative structure ranges from the entry grade of Clerical Officer, through to Assistant Staff Officer, Staff Officer, Senior Staff Officer and Administrative Officer. See Section 10 below. A Staff Officer will generally work under the direction and management of a Senior Staff Officer/Administrative Officer or analogous grade. The Staff Officer has a supervisory role in the day-to-day operations of a work area or as a team leader. The Staff Officer works as part of a team and operational duties may include the day to day running of a section and the supervision and management of staff within the section. This will include assisting with the implementation of work programmes to achieve goals and standards set out in Departmental and Team Plans, Corporate Plan and Annual Service Delivery Plan. This will require the ability to plan, allocate and prioritise work and monitor and report on progress. Other duties may include representing the Department or the Council on various committees and the successful candidate must be capable of representing the Council in a professional and credible manner with all internal and external stakeholders. The Staff Officer role requires excellent administrative, employee management, interpersonal, communication and other particular skills and expertise depending on assignment. The ideal candidate will therefore be a highly motivated person, with a strong sense of commitment to delivering quality public services and be willing to take on a challenge. The Staff Officer is expected to carry out their duties in a manner that enhances public trust and confidence. SECTION 2: DUTIES: The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The duties may include but are not limited to the following and 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. 1. To be responsible for the supervision of a work area or section within the Council, including supervision of a team. 2. To support the line manager to ensure section or department work programmes are implemented to deliver on the Council’s operational plan, including supervising the work of the team. 3. To develop and maintain productive working relationships. 4. To provide information and assistance relating to their area of work as required. 5. To compile, prepare and present reports, presentations and correspondence as necessary. 6. To represent their section or department on committees or at meetings and give progress reports as required. 7. To provide support and assistance in the delivery of projects as required. 8. To be involved in the day to day management of resources within their section or team. 9. To identify opportunities for improvements in service delivery within their section or team. 10. To support and implement change management initiatives within their section or team. 11. To supervise employees in supporting roles, including assigning tasks and duties, scheduling and prioritising work and monitoring and reporting on progress. 12. To provide support to team members and employees, handling day to day issues, ensuring compliance with all council policies and procedures. 13. To participate in corporate activities and responsibilities appropriate to the grade. 14. To ensure compliance with relevant policies, procedures, legislation, standards, codes of conduct and general principles of good governance, including grievance and disciplinary, performance management and attendance management, at all times. 15. To be in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work 16. To deputise for the line manager or equivalent as required. 17. To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. SECTION 3: ELIGIBILITY CRITERIA / QUALIFICATIONS Cork County Council may, following the interview process, form three panels for the post of Staff Officer from which future vacancies may be filled. 20% will be confined to the recruiting Local Authority, 50% will be confined to the Local Authority Sector, 30% will be filled by Open Competition. Suitably qualified persons are invited to apply for the following panel(s): • Panel A Confined to Local Authority Sector/Regional Assemblies (Be a serving member of the Local Authority Sector/Regional Assemblies) • Panel B Open Competition (Open to internal and external applicants) • Panel C Confined to the recruiting Local Authority or Applicable Regional Assembly (Be a serving member of the recruiting Local Authority/Regional Assembly) 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: (1) (a) Have at least obtained Grade D (or a Pass), in Higher or Ordinary Level in 5 subjects (or 4 subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, AND (b) Have obtained at least Grade C (or Honours) in higher level (or Honours) papers in 3 subjects in that examination (2 subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) OR (2) Have obtained a comparable standard in an equivalent examination, OR (3) Hold a third level qualification of at least degree standard. Confined competition (4) Be a serving employee of a Local Authority/Regional Assembly and have at least two years satisfactory experience in a post of Clerical Officer or in an analogous post. 4. Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004. A candidate who is not classified as a new entrant must be under 70 years of age. 5. Transport 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 6. Required Skillset In the context of the key duties and responsibilities for the post of Staff Officer listed above, the ideal candidate should demonstrate through their application form and at the interview that they have knowledge and experience of: ▪ Managing people; ▪ Customer service; ▪ Planning and prioritisation of workloads; ▪ Dealing effectively with conflicting demands; ▪ Working under pressure to tight deadlines; ▪ Strong interpersonal and communication skills; ▪ Stakeholder networking and engagement; ▪ Financial management; ▪ Problem solving and decision making; ▪ Project management; ▪ Administration and report writing; ▪ Operation of ICT systems and standard office software packages; ▪ Working effectively as part of a team; ▪ Adapting to change; ▪ Acting on own initiative; ▪ Data Protection; ▪ Health & Safety Management. In addition, the ideal candidate will also: ▪ Be self-motivated with ability to work on own initiative. ▪ Have excellent knowledge and understanding of the structures and functions of local government, of current local government issues, challenges, and priorities. ▪ Have an in-depth understanding of the role of Staff Officer. ▪ A sound understanding of the representational role of the elected members and the need to work in partnership to deliver quality services and implement policy decisions. SECTION 4: COMPETENCIES A Competency Based Application form requires you to describe some of your personal achievements to date that demonstrate certain competencies (necessary skills and qualities) required for the position for which you are applying. For each competency, you are given a description of a skill or quality. You are then asked to describe a situation, from your own experience, which you think is the best example of what YOU have done which demonstrates this skill or quality It is essential that you describe how you demonstrated the skill or quality in question. Therefore, compose your replies carefully in this section and try to structure what you write so that you give specific information about what you have done - for example, do not simply say that “X was successful”, describe exactly what you did and how you demonstrated the skill or quality in question. For each example please include the following: a) the nature of the task, problem or objective; b) what you actually did and how you demonstrated the skill or quality (and, where appropriate, the date you demonstrated it) c) the outcome or result of the situation and your estimate of the proportion of credit you can claim for the outcome. The information you present in your application may form part of a shortlisting process and may also be used to help structure your interview, should you be invited to one. A shortlisting process may be applied based on TWO or more of the competencies and on other information you provide in your application form. Please note that, should you be called to interview, the board may look for additional examples of where you demonstrated the Knowledge, Experience, Skills and Competencies required for this post, so you should think of a number of examples of where you demonstrated each of the skills. Management and Change • Understand and implement change and demonstrate flexibility and openness to change; • Develop and maintain positive, productive and beneficial working relationships. Delivering Results • Translate the business or team plan into clear priorities and actions for their area of responsibility; • Plan work and allocation of staff and other resources effectively; • Implement high quality service and customer care standards; • Make decisions in a timely and well informed manner. Performance Management and Communicating Effectively • Lead and develop the team to achieve corporate objectives; • Effectively manage performance; • Have effective written and verbal skills. Analysis & Decision Making • Skilled at policy analysis and development, challenging the established wisdom and adopting an open-minded approach; • Quickly gets up to speed in a complex situation, rapidly absorbing all relevant information/date (written and oral); • Use numerical data skilfully to understand and evaluate business issues; • Identify key themes and patterns in and across different sources of information, drawing sound and balanced conclusions; • See the logical implications of taking a particular position on an issue; • Resourceful and creative, generating original approaches when solving problems and making decision. SECTION 5: TENURE The position is permanent and fulltime. The post is pensionable. Panels may be formed to fill vacancies for Staff Officer that may arise during the lifetime of the panels. SECTION 6: SALARY The Salary scale for the post is: €51,210 - €61,252 per annum €51,210 - €52,739 - €54,301 - €55,895 - €57,501 - (Maximum), €59,373 (1st LSI) (after 3 years satisfactory service on the Maximum), €61,252 (2 nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with circulars issued by the Department of Housing, Local Government and Heritage. In accordance with Departmental Circular letter EL 02/2011, a person who is not a serving local authority employee on or after 1st January 2011, will enter the scale for the position at a minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. Rate of remuneration may be adjusted from time to time in line with Government Policy. SECTION 7: ASSIGNMENT / LOCATION OF POST Cork County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. SECTION 8: WORKING HOURS The working hours at present provide for a five day, thirty-five hour working week. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy. SECTION 9: ANNUAL LEAVE The current annual leave entitlement is 30 days per annum. Cork County Council’s leave year runs from 1st January to 31st December. 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, 1997(as amended).
Administrative Officer
SECTION 1: THE ROLE The Administrative Officer is the most senior grade within a five-tier administrative structure. The administrative structure ranges from the entry grade of Clerical Officer (grade 3) through to Assistant Staff Officer (grade 4), Staff Officer (grade 5), Senior Staff Officer (grade 6) and Administrative Officer (grade 7). See Section 10 below. The Administrative Officer is a management position within the local authority and is assigned responsibility for the day-to-day administration and management of one or more sections or departments handling specific areas of the Councils activities, including the management of employees. The Administrative Officer is an operational team lead and a crucial level between frontline staff and senior management with responsibility for resource management and service delivery. The successful candidate will be expected to work closely with senior managers and elected representatives in delivering services to the highest standard and to contribute to the development and implementation of strategies and policies. The Administrative Officer is the primary point of contact and liaison with other departments or directorates in relation to all operational matters for the service delivery section or sections for which they are responsible. The Administrative Officer may represent the Council on committees and at meetings and may be asked to report on progress in their respective section(s) at Council meetings, Municipal District meetings, Strategic Policy Committee meetings etc. An Administrative Officer is responsible for the efficient management, direction, and deployment of resources for the department or service to which they are assigned and will generally work as part of a multi-disciplinary team within one of the Council’s Directorates to deliver a broad and diverse range of services. These may include human resources, housing, transportation, planning, infrastructure, environmental protection, recreation, amenity and cultural provision, community development and emergency services. The Administrative Officer is expected to carry out their duties with an understanding of the political context of local government and in such a manner that enhances public trust and confidence and ensures impartial decision making. SECTION 2: DUTIES: The post holder will work under the direction and control of the Senior Executive Officer or analogous grade or other officer designated by the Chief Executive or Director of Services as appropriate. The duties may include but are not limited to the following and 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. 1. To be responsible for the management and administration of one or more sections or departments within the Council, including the management of staff and the planning and prioritising of work programmes. 2. To contribute to and implement the strategic and policy decisions of the Council by ensuring that work programmes within their area of responsibility are implemented to deliver on the Council’s corporate and operational plans. 3. To develop and maintain productive working relationships with all external agencies, bodies, elected representatives, committee members and other stakeholders, including providing information and assistance when required. 4. To communicate and liaise effectively with employees, managers in other sections, senior managers, customers and elected representatives and other stakeholders in relation to operational matters for their section. 5. To research, analyse and communicate information on specific issues and policies as appropriate, including compiling, preparing and presenting reports, presentations, correspondence etc. 6. To represent the local authority on committees and at meetings and to report on progress in his or her respective section or department as required. 7. To provide support and administrative assistance in the delivery of projects as required. 8. To be responsible for the day to day financial management of capital and operational expenditure in the department or section, including preparation of budgets and maximising funding opportunities where appropriate. 9. To identify opportunities for improvements in the service delivery, value for money and other efficiencies within the relevant area of responsibility and to use performance indicators effectively as appropriate. 10. To communicate, implement and manage change management initiatives within the relevant area of responsibility. 11. To manage and supervise employees in supporting roles, including assigning duties and workload, providing on-going support, handling day to day issues and identifying training and development requirements as appropriate. 12. To ensure that department or section operations are in compliance with all Council policies, procedures, practices and standards and in compliance with the principles of good governance, legislative requirements and Department of Housing, Planning and Local Government circulars and guidance. 13. Ensure compliance with relevant policies, procedures, legislation, standards, codes of conduct and general principles of good governance, including grievance and disciplinary, performance management and attendance management, at all times. 14. To provide assistance in the understanding and interpretation of the Council’s policies and procedures to employees in their area of responsibility and to customers and other stakeholders as appropriate. 15. To participate in corporate management activities and responsibilities appropriate to the grade. 16. To be in compliance with Health and Safety legislative requirements, policies and procedures and safe systems of work. 17. To deputise for the line manager or equivalent as required. 18. To undertake any other duties of a similar level and responsibility, as may be required, or assigned, from time to time. SECTION 3: ELIGIBILITY CRITERIA / QUALIFICATIONS Cork County Council may, following the interview process, form three panels for the post of Staff Officer from which future vacancies may be filled. 20% will be confined to the recruiting Local Authority, 50% will be confined to the Local Authority Sector, 30% will be filled by Open Competition. Suitably qualified persons are invited to apply for the following panel(s): • Panel A Confined to Local Authority Sector/Regional Assemblies (Be a serving member of the Local Authority Sector/Regional Assemblies) • Panel B Open Competition (Open to internal and external applicants) • Panel C Confined to the recruiting Local Authority or Applicable Regional Assembly (Be a serving member of the recruiting Local Authority/Regional Assembly) 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: (1) (a) Have at least obtained Grade D (or a Pass), in Higher or Ordinary Level in 5 subjects (or 4 subjects if Irish is included) from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme including Irish and/or English and one of the following: Mathematics, Accounting, Business Organisation or Economics, AND (b) Have obtained at least Grade C (or Honours) in higher level (or Honours) papers in 3 subjects in that examination (2 subjects if Irish and/or one of the following is included: Mathematics, Accounting, Business Organisation or Economics) OR (2) Have obtained a comparable standard in an equivalent examination, OR (3) Hold a third level qualification of at least degree standard, and (4) Have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. Confined competition (5) (a) Be a serving employee of a Local Authority/Regional Assembly and have not less than two years’ satisfactory experience in a post of Clerical Officer or analogous post, and (b) have satisfactory experience in administrative procedures, including adequate practical experience in work of an executive nature, office organisation and control of staff. 4. Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant within the meaning of the Public Services Superannuation Act, 2004. A candidate who is not classified as a new entrant must be under 70 years of age. 5. Transport 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. 6. Required Skillset In the context of the key duties and responsibilities for the post of Administrative Officer listed above, the ideal candidate should demonstrate through their application form and at the interview that they have knowledge/experience of: • The structure and functions of local government, of current local government issues, future trends and strategic direction of local government and an understanding of the role of the Administrative Officer in this context. • Relevant administrative experience at a sufficiently high level. • Experience of managing and supervising staff, including managing performance. • Experience of compiling, preparing and presenting reports, presentations, correspondence etc. • Effective budget and financial and resource management skills. • Knowledge and experience of operating ICT systems. • Excellent strategic ability, capacity to bring about change, and performance management skills. • Have the ability to communicate effectively with senior management. • Have the ability to plan and prioritise work effectively and be proactive and self-directed. • Work under pressure to tight deadlines and to take a strategic approach in the delivery of key policy objectives. • Manage and deal with conflicting demands within prescribed timeframes and deadlines. SECTION 4: COMPETENCIES A Competency Based Application form requires you to describe some of your personal achievements to date that demonstrate certain competencies (necessary skills and qualities) required for the position for which you are applying. For each competency, you are given a description of a skill or quality. You are then asked to describe a situation, from your own experience, which you think is the best example of what YOU have done which demonstrates this skill or quality. It is essential that you describe how you demonstrated the skill or quality in question. Therefore, compose your replies carefully in this section and try to structure what you write so that you give specific information about what you have done - for example, do not simply say that “X was successful”, describe exactly what you did and how you demonstrated the skill or quality in question. For each example please include the following: a) the nature of the task, problem or objective; b) what you actually did and how you demonstrated the skill or quality (and, where appropriate, the date you demonstrated it) c) the outcome or result of the situation and your estimate of the proportion of credit you can claim for the outcome. The information you present in your application may form part of a shortlisting process and may also be used to help structure your interview, should you be invited to one. A shortlisting process may be applied based on TWO or more of the competencies and on other information you provide in your application form. Please note that, should you be called to interview, the board may look for additional examples of where you demonstrated the Knowledge, Experience, Skills and Competencies required for this post, so you should think of a number of examples of where you demonstrated each of the skills. Management and Change • Think and act strategically; • Develop and maintain positive, productive and beneficial working relationships; • Effectively manage the introduction of change and demonstrate flexibility and openness to change; • Looks critically at issues to see how things can be done better. Delivering Results • Contribute to the development of operational plans and lead the development of team plans; • Plan and prioritise work and resources effectively; • Establish high quality service and customer care standards; • Make timely, informed and effective decisions and show good judgement and balance in making decisions or recommendations. Leading, Motivating, Managing Performance and Communicating Effectively • Lead, motivate and engage employees to achieve quality results and to deliver on operational plans; • Effectively manage performance; • Have effective verbal and written communication skills. Judgement, Analysis & Decision Making • Research issues thoroughly, consulting appropriately to gather all information needed on an issue; • Understand complex issues quickly, accurately absorbing and evaluating data (including numerical data); • Integrate diverse strands of information, identifying inter-relationships and linkages; • Use judgement to make clear, timely and well grounded decisions on important issues; • Consider the wider implications, agendas and sensitivities within decisions and the impact on a range of stakeholders; • Take a firm position on issues s/he considers important. SECTION 5: TENURE The position is permanent and fulltime. The post is pensionable. Panels may be formed to fill this position and vacancies for Administrative Officer that may arise during the lifetime of the panels. SECTION 6: SALARY The Salary scale for the post is: €59,417 - €77,243 per annum €59,417, - €60,871, - €62,568, - €64,271, - €65,974, - €67,495, - €69,054, - €70,563 - (Maximum) €72,069, €74,649(1st LSI) (after 3 years satisfactory service on the Maximum, €77,243 (2 nd LSI) (after 3 years satisfactory service on the 1st LSI). Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Planning and Local Government. 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 a minimum point. Rate of remuneration may be adjusted from time to time in line with Government Policy. SECTION 7: ASSIGNMENT / LOCATION OF POST Cork County Council reserves the right to assign you to any department, premises or district in use by the Council, now or in the future. Changes in location of employment will not result in payment of disturbance money or compensation. SECTION 8: WORKING HOURS The working hours at present provide for a five day, thirty-five hour working week. A flexible working hours’ system is in operation and may be availed of subject to the terms and conditions of the Flexitime Policy. SECTION 9: ANNUAL LEAVE The current annual leave entitlement is 30 days per annum. Cork County Council’s leave year runs from 1st January to 31st December. 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, 1997(as amended).
Senior House Officer In Cardiothoracic Surgery
Successful candidates will be required to commence on Monday 14th July 2025. The newly established HSE South West health region will manage and deliver all public health and social care services in: The two voluntary hospitals in the Group are funded by the HSE as Section 38 agencies under the Health Act 2004: The primary academic partner for the Group is University College Cork (UCC) and, together with our Higher Education Institute of Technology in Cork, plays an important role in developing and improving academic teaching, research and innovation to drive improved health for the population in the S/SWHG.
