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Sort by: relevance | dateSenior Property Maintenance Officer
The post holder will assist the Technical & Maintenance Manager to ensure that the Council remains compliant with all its Property Maintenance requirements. Please Note:
Sales Assistant
Maxi Zoo is part of the Fressnapf Group, the European market leader in pet product with 2,700+ shops across Europe. Maxi Zoo is Ireland’s largest pet retailer and has over 30 shops in Ireland. Maxi Zoo Ireland are driven by the desire to make the life of pets and pets owners simpler, better and happier. Maxi Zoo Ireland are currently recruiting for a Fixed-Term Part Time Sales Assistant for our Clonmel store. What you will do: · Customer Engagement – Provide exceptional customer service by offering knowledgeable guidance on products, fostering positive interactions to ensure customer satisfaction and loyalty while effectively promoting all Fressnapf|Maxi Zoo products. · Brand Integrity - Achieve targets keeping the pets needs at the forefront of everything we do. Ensuring that the animals entrusted to us are well cared for at all times, and that the welfare of the animal comes first. · Merchandise and Inventory - Curate an enticing shopping experience for all pet parents with impeccably stocked shelves with full product availability on the shelves in order to minimise inventory discrepancies, maintain high inventory quality. · · Personal Development - Proactively engage in personal and professional development, in consultation with the store manager, while adhering to specified staff training timelines. What you will bring: · Flexibility to work across the week and need to be available to work mornings, evenings, weekends and national public holidays · Strong communication skills and open behaviour towards customers · Friendly and personable demeanour · Joy and fun in selling · Passion for animals · Previous experience in similar environment is desirable Why join us? · Service pay- Higher rate of pay from when you reach 12 months service · Certified Great Place to Work · Employee Discount - we offer employee discount of up to 40% in our stores and 20% in our Salon · Paid leave- Sick leave, annual leave and bank holidays, maternity/paternity leave · Refer a friend scheme · Advancement Opportunities – At Maxi Zoo we believe in promoting from within as much as possible and developing our team to have a career path. · Community- A chance to work in an environment where employees and customers share the same passion for animals · Educational opportunities- Continuous learning through our induction plan, e-learning academy, classroom training environment and development plans. All Opportunity to enrolled in our company provided advanced pet knowledge programme. · Employee assistance programme · Cycle to work Scheme · Free Uniform
Manager, Climate Action
Salary €67115 - €106745 per annum *This role will be filled in line with Public Pay Policy at Point 1 of the relevant Salary Scale unless the successful candidate is appointed from an existing public sector role Blended work model with office location in any of the following: 4th Floor Mathew House, Fr. Mathew Street, Street, Cork, T12 TN56 4th Floor, Wallace House, Maritana Gate, Canada Street, Waterford, X91 PP2R Áras Fáilte, 88-95 Amiens Street, Dublin 1, D01 WR86 Vacancy Description We now have a vacancy for: Manager, Climate Action LEVEL 3 Permanent, full-time Fáilte Ireland invites applications for the position of Manager, Climate Action. The role will report to the Head of Climate Action. The successful candidate will support the Head of Climate Action to accelerate the decarbonisation of the sector through the Fáilte Ireland Climate Action Programme. In addition, a key element of this role will be to support the development and adoption of sustainable tourism certification amongst tourism businesses. This will require working collaboratively and fostering relationships with diverse stakeholder groups, such as industry bodies, government departments, agency partners and other key international stakeholders. Job Purpose This role sits within the Sector Development Directorate in Fáilte Ireland and plays a central role in Fáilte Ireland’s response to supporting the Tourism industry to drive action by supporting the decarbonisation of the sector in line with government targets. Fáilte Ireland uses the internationally recognised VICE Model for Sustainable Tourism. This focuses on the interaction between Visitors (V), the Industry (I) that serves them, the Community that hosts them © and the impact on the Environment (E). This approach aligns with the UN's World Travel Organisation's (WTO) definition of sustainable tourism as tourism that takes full account of its current and future economic, social and environmental impacts, addressing the needs of visitors, the industry, the environment and host communities. The successful candidate will be responsible for supporting the Head of Climate Action to implement Fáilte Ireland’s Climate Action strategy and utilise the accumulated experience, research and insights available to shape practical solutions to support the industry. The Manager will work with wider Fáilte Ireland teams to ensure the development of a sustainable tourism sector that meets the emerging needs of the consumer. Job Description Primary Objectives/Key Responsibilities The successful candidate will be responsible for supporting the Head of Climate Action to implement Fáilte Ireland’s Climate Action strategy and utilise the accumulated experience, research and insights available to support the Irish tourism sector. Working with key strategic partners, the post holder will work in collaboration with industry to expedite the journey to net zero. The core objectives include: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Support, Climate Action
Salary €41728 - €62278 per annum *This role will be filled in line with Public Pay Policy at Point 1 of the relevant Salary Scale unless the successful candidate is appointed from an existing public sector role. Blended work model with office location in any of the following: 4th Floor Mathew House, Fr. Mathew Street, Street, Cork, T12 TN56 4th Floor, Wallace House, Maritana Gate, Canada Street, Waterford, X91 PP2R Áras Fáilte, 88-95 Amiens Street, Dublin 1, D01 WR86 Job Purpose To contribute to the operation and administration of the Fáilte Ireland Climate Action team. Job Description Primary Objectives/Key Responsibilities Strategic Support the Business Units team in these areas: SELECTION PROCESS Shortlisting will be based on applications and the selection process may involve two competency based interviews. A panel of successful candidates may be formed following the selection process. Fáilte Ireland is an equal opportunities employer and is committed to fostering an inclusive workplace which values and benefits from the diversity of the workforce. We encourage you to reach out to us directly at recruitment@failteireland.ie should you require assistance or reasonable accommodation during the recruitment process. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Higher Executive Officer
1. PREAMBLE Mary Immaculate College is an autonomous, university-level, Catholic College of Education and the Liberal Arts. Founded in 1898, and linked academically with the University of Limerick, MIC is the oldest higher education institution in Limerick. Significant expansion in recent decades has seen the College’s offerings expand across two modern campuses, one based in Limerick City and one in Thurles, Co. Tipperary. The student community consists of more than 5,000 learners, participating in fifteen undergraduate degree programmes and several postgraduate programmes extending to PhD/Doctoral level. Academic staff engage in a wide range of academic research areas, and research underpins all teaching and learning at MIC. MIC seeks to prepare its students for professional excellence and to nurture their capacity to lead flourishing lives. 2. CANDIDATE PROFILE AND SCOPE OF THE POSITION Mary Immaculate College wishes to create a panel to fill positions at Higher Executive Grade in its International Office. The initial posts to be filled are the permanent, full time position of International Office Manager and the two year fixed term contract post of Short Term Programmes Manager. The International Office was established in 2013 and facilitates exchange agreements, institutional linkages and coordinates externally-funded international projects and programmes. It plays a key role in the development of relationships between MIC and potential partners, nationally and internationally. Potential partners are institutions or organisations whose mission is broadly consistent with the mission of the College. External relationships may be strategic, academic, and/or collaborative, and will involve the reciprocal exchange of knowledge, staff/student exchanges and other joint activities. Within the ever-changing landscape of international higher education, this is a new position that is being created to meet the needs of international students and faculty coming to MIC for exchange, study abroad and short-term programmes. The person/s appointed will play a key role in the internationalisation of the College. They will have responsibility for a wide range of duties relating to the functioning of the International Office which may include the management of the staff, day-to-day administration of the International Office and coordination of various programme activities, both cultural and academic. Duties may also include engagement with partner universities on behalf of the Director of International Engagment and oversight of the coordination of academic mobility of students and staff of the College. The appointees may be required to report on visits made to other institutions and on meetings attended in a timely and comprehensive manner. As well as working normal office hours, this post will require flexibility to undertake international travel as well as evening work and weekend work to support the delivery of International Office services. The post holder/s will not, on average, be required to work more than 35 hours per week The successful candidate must have the ability to interact constructively, efficiently and effectively with staff and external clients of the College in a very discreet and confidential manner. The person/s appointed will be involved in: ▪ Enhancing the College’s international identity ▪ Administration of support for prospective and current international students and staff, as well as for MIC faculty and students travelling to partner universities around the world. Essential Qualifications & Skills (i.e. those, without which, a candidate would not be able to do the job. Applications that have not clearly demonstrated that candidates possess the essential requirements will not be shortlisted): In order to be considered for this post, applicants will require: 1) A third level qualification at level 7 or higher on the National Framework of Qualifications and a minimum of 3 years’ relevant management experience in an administrative role, preferably within a higher education setting. OR A minimum of 6 years’ relevant experience in a similar role, preferably at management level. 2) Proven management and organisational skills, strategic aptitude and experience of developing new marketing initiatives or education programmes. 3) Demonstrated ability to prioritise and complete a variety of tasks, delivering results to a high standard, within budget and on time, with a drive towards quality, performance and improvement. 4) Demonstrated team leadership and ability to work effectively and constructively within an established team environment together with using own initiative and judgement to analyse and solve problems in a positive and proactive manner. 5) Working knowledge of marketing/communications strategies, student recruitment and third level education at national and international levels.. In addition, it is desirable that candidates have: • Ability to speak additional languages such as Spanish, Chinese, and/or Portuguese while representing MIC in meetings. 3. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties set out below, under the general direction of the Director of International Engagement, to whom they report, and to whom they are responsible to for the performance of these duties in the first instance. The successful candidate will report to any such other College Officers as the President may designate from time to time. They will work with members of College Management, and will liaise with the Deans of Faculties, Heads of Departments, Course Leaders and other College personnel and with relevant College bodies in carrying out the duties attaching to the post. The reporting relationship may be subject to review from time-to-time, in line with service needs and developments in the College Duties and Responsibilities The specific duties assigned will be dependent on the role the appointee is appointed to and may include: - Providing comprehensive support to the Director of International Engagement - Responsibility for planning and coordinating day-to-day activities relating to the core administrative business of the International Office (IO). - Managing staff of the IO (inductions, performance appraisals, timesheets, appropriate delegation of tasks, team building) - Developing and implementing quality assurance documents including work instructions and Standard Operating Procedures within the department and preparation of IO documentation for the TrustEd International Education Mark. - Coordinating the administration required to maintain the Office’s outstanding international student satisfaction ratings. This includes assisting in providing comprehensive orientation and supporting the pastoral care of international students. - Developing and implementing procedures such as due diligence protocol, emergency response protocol and ensuring GDPR compliance e.g. in partnership negotiations - Collaborating with partners and MIC faculty on the development and marketing of new programmes tailored to international students e.g. faculty-led visits, summer programmes, language programmes, etc. - Overall responsibility for management of Mary Immaculate College short-term international programmes, including St John’s University Western Europe Semester and numerous other faculty-led programmes throughout the year. - Drafting memoranda of understanding with international partner institutions (researching, initial contact, visiting, following up on visits, negotiating, drafting and implementing and nurturing relationships). Maintaining up-to-date records of agreements signed and liaising with the President’s Office regarding same. - Representing MIC at events/meetings as required by the Director of International Engagement, including meetings overseas. - Responsible for overseeing and managing visits by international delegations to MIC - Overseeing admission of international students including processing of applications, arranging student interviews with HoDs, letters of offer, processing acceptances, deposit payments etc. - Ensuring that a consistent brand identity is conveyed to Mary Immaculate College’s internal and external stakeholders - Overseeing the ongoing promotion of opportunities abroad to MIC students, with a view to increasing the number of students undertaking a period of study overseas such as coordinating “Study Abroad Fair” - Developing the College’s relationships with Education in Ireland, Government departments and other relevant agencies - Managing IO expenditure and budgeting, including identification, securing and administration of funding streams - Undertaking such other functions as are necessary to the success of the International Office. The work set out above is broadly defined under the various headings as listed. This list is not exhaustive. The performance of the entire range of duties is not necessarily confined to any one individual, as the work requires that the staff function in a flexible manner, and work together as a team. TERMS AND CONDITIONS General All persons employed will sign an appropriate contract, which will contain terms and conditions of the employment. A job description is given to all applicants for employment and this will form part of the contract documentation. Place of Work The appointee’s normal place of work will be Mary Immaculate College, Limerick. The College reserves the right to require the appointee to work from any other location. It is a requirement of the College that the appointee must reside within a reasonable distance of the College. MIC operates a blended working policy, which offers scope for the post holder to combine office attendance with remote working, subject to the provisions of the policy. Exclusivity of Service and Outside Work The person appointed will be required to devote their full-time attention and abilities to their duties during their working hours in the College and to act in the best interest of the College at all times. Therefore, for as long as the successful applicant is working in the College, they may not, without the prior written consent of the Vice President Administration and Finance (VPAF), be actively engaged or concerned in any way, either directly or indirectly, in any other business or undertaking where this is or is likely to be in conflict with the College’s interests or the performance of the duties that the person has been employed for. The appointee will not, during their tenure of office, undertake paid outside work unless they have received the permission of the VPAF of Mary Immaculate College to undertake such work on the terms and conditions as agreed for the particular undertaking in question. In every case, it is the duty of the appointee to seek in writing the prior permission of the VPAF. It is also the duty, in every case, of the appointee to inform the person or body for whom the work is being undertaken, that the work is being conducted in a private capacity and that the College cannot in any circumstances be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard 6-month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed 11 months. Absences during the period of probation will extend the probationary period. Performance and conduct during the probationary period will be reviewed through a process of assessment meetings. Termination of the appointment during the probationary period, for any reason or no reason, will be at the discretion of the College. The disciplinary procedure will not apply to a dismissal during probation where the probationary employee has been employed by MIC for less than 12 months. Hours of Attendance The full-time working hours are 35 hours per week. The normal hours of duty are Monday to Thursday, 9:00 am to 05:00 pm, with a 1-hour unpaid lunch break each day and Friday, 9.00 am to 4.45 pm with a 45-minute unpaid lunch break. However, the duties attaching to the position are such that the post holder may be required to work evenings/weekends on occasion to accommodate service needs. Subject to College policy, the post holder may avail of “Time-Off-In-Lieu (TOIL)” or overtime where working hours exceed the contract hours per week. The College reserves the right to adjust starting and finishing times or days of duty to meet service needs. Salary The Salary scale for this position has been approved by the Department of Further and Higher Education, Research, Innovation and Science and the Higher Education Authority in line with Government Policy on Public Sector remuneration. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Policy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. This post is at Higher Executive Officer grade. With effect from 1st March 2025 the annual salary scale for Higher Executive Officer (Grossed up) is: €58,266, €59,968, €61,668, €63,367, €65,069, €66,770, €68,470 €70,927(LSI 1) and €73,377(LSI 2) Increments are awarded in line with national pay agreements. Salary will be paid on a monthly basis on the 25th of each month, or the previous Friday if 25th falls on a weekend, using the Paypath facility. Payment of salaries and wages are subject to statutory deductions, i.e Income Tax (PAYE), Superannuation Contributions, Pay Related Social Insurance (PRSI) and Universal Social Charge (USC). Superannuation New entrants to the public service will be required to participate in the Single Public Service Pension Scheme and pay Superannuation contributions at the appropriate rates in accordance with the provisions of the Public Service Pensions (Single Scheme and Other Provisions) Act, 2012. Details of this scheme can be obtained from the College’s website. All other eligible appointees are automatically included in the Colleges’ of Education Pension Scheme on taking up appointment. In compliance with the Colleges of Education Pension Scheme, deductions amounting to 6.5% are made from salary. Details of the regulations concerning the Colleges’ of Education Pension Scheme may be obtained from the College’s Human Resources Office. The appointee will be required to pay Additional Superannuation Contribution (ASC) under the provisions of the Public Service and Pensions Act 2017. Appointees who commenced employment in the public service between 1st April 2004 and 31st December 2012 and have not had a break in employment of greater than 6 months will have no mandatory retirement age. All other appointees will have a mandatory retirement age of 70. Pension Abatement If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during the appointee’s re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012. Please note: In applying for this position, the applicant is acknowledging that they understand that the abatement provisions, where relevant, will apply. It is not envisaged that the College will support an application for an abatement waiver in respect of appointments to this position. Annual Leave The annual leave entitlement for this grade is 27 working days per leave year. Annual leave should be taken when students are off campus and the taking of leave must have the prior approval of the relevant Line Manager. Public Holidays are granted in accordance with the provisions of the Organisation of Working Time Act, 1997. Sick Leave There is a discretionary sick pay scheme, details of which are available from the Human Resources Office. Employees who have a minimum 3 months’ continuous employment with the College may be granted sick pay subject to the terms of the Public Service Sick Leave Scheme. Sick pay is contingent on full cooperation and compliance with the College’s absence management procedures. Confidentiality In the course of working in Mary Immaculate College, the person appointed may have access to or hear information concerning staff and/or students and/or the functioning and the business of the College. Such information acquired in the course of employment with the College, including any aspect of the College’s responsibilities or operations, is considered to be confidential information. On no account must information concerning students, staff or other College business be divulged or discussed except in the performance of normal duties and, unless authorised to do so, this information shall not be communicated to a third party. In addition, records must never be left in a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required. Health & Safety Mary Immaculate College attaches the highest regard to the safety, health and welfare of its employees. It is the duty of each employee to take reasonable care to protect the health and safety of themselves and of other people in the workplace. Each employee must comply with all health and safety policies and procedures in operation in Mary Immaculate College and familiarise themselves with the Safety Statement. Employees are obliged to wear any PPE (Personal Protective Equipment) that they may be provided with and no person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing or other equipment provided in the workplace for health and safety purposes. Employees are statutorily/legally obliged to ensure that any accidents/incidents which may occur are reported promptly to the Health and Safety Officer on the MIC Accident/Incident Report Form. College Policies, Rules and Regulations The College is a Public Sector employer and is bound by National Agreements. It is also bound by regulations, circulars and directives issued on behalf of Government by the Department of Finance, the Department of Education, the Department of Further and Higher Education, Research, Innovation and Science and the Higher Education Authority. Employees are at all times subject to the provisions of the Code of Conduct for Staff, College policies, rules and regulations. These policies include but are not confined to Disciplinary & Grievance Policies, Dignity at Work, Examination Rules & Regulations, Policy on Responsible Computing and Use of Information Technology Facilities. All employees are required to familiarise themselves with the contents of Policies and Procedures, available on the College’s Staff Portal. Termination of Employment At least 2 calendar months’ written notice is required to resign this post. On the termination of employment but before departing from the College, staff members are required to return to the College all books, reports, memoranda, correspondence, papers, records, reports, files including data held on electronic files, computer disks, electronically recorded discs, and any other documentation, and all other property, including office keys, belonging to the College or relating to its business or affairs which are in the possession of a staff member or under their control when the employment is terminated.
Executive Planner
This is a senior position within the Planning Department reporting to the Senior Planner and/or another employee nominated by the Chief Executive. The Executive Planner isresponsible for managing elements of the Planning Department and providing a multiplicity of services to Local Authorities. Reporting to the appropriate line manager, the Executive Planner will be responsible for the efficient management of their prescribed work area within the planning or related function. This is a management role. Managers at this level work within defined parameters relevant to the position, in accordance with the Local Authority’s vision and objectives. The Executive Planner will be required to work closely with elected Councillors to deliver the full range of services and implement local policy decisions. In the current economic climate, managers are charged with service delivery and change management in an environment of limited resource availability, both human and financial. Delivery of efficient services and value for money is crucial. The duties of the office are to give the local authority and; (a) Such other local authorities or bodies for which the Chief Executive Officer, for the purposes acts is Manager, and; (b) To any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) or this paragraph under the direction and supervision of the appropriate officer, such planning or ancillary services of an advisory, supervisory or executive nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties including the duty of assisting the Senior Planner, or other appropriate professional officer, in the supervision of the planning or ancillary services of any of the forgoing local authorities or bodies, and when required to do so, to perform the duty of acting for the appropriate professional officer of higher rank during the absence of such officer of higher rank. Executive Planners are responsible for implementing programmes of work in the Planning Department and for providing a multiplicity of planning services and related services. Executive Planner positions are multi-faceted and may include some or all of the following key service areas: • Development Management; • Planning Enforcement; • Economic Development; • Forward Planning and Sustainable Development; • Community Development. • Climate Adaption and Just Transition • Vacant Sites Levy, Zoned Land Tax, Derelict sites and housing estates/ taking in charge of residential developments The duties of an Executive Planner may include the following: (this list is not exhaustive and may be reviewed from time to time as organisational needs require): • Assess planning applications, pre-application proposals, enforcement cases against the Councils policies and provide recommendations and policy responses to these as required; • Assist individuals, groups etc., on planning related issues; • Prepare and implement development plan, local area plan and forward planning documents and prepare reports on these matters for the appropriate Committees of the Council; • Liaising and working with constituent planning authorities and other public authorities on all aspects of implementation; • Plan monitoring and reporting on implementation progress; • Monitoring and assisting with development plan and local area plan preparation/reviews; • Developing planning and regeneration projects, sourcing funding and implementing actions; • Supervise and manage staff in their functional area; • Participate & take part in the duties as required as part of the Organisational response to Climate Action and Just Transition to promote & ensure capacity building, empowering change and delivering action • Any other associated duties as may be assigned from time to time. The Successful candidate must be able to demonstrate knowledge of Irish Planning legislation, the key relevant European Directives and associated procedures, and an understanding of the particular planning issues relevant to County Longford and its wider region. QUALIFICATIONS 1. Character Candidates shall be of good character. 2. Health Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (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 4. Education, Training and Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (a) hold a qualification in Planning (at least level 8 in the National Framework of Qualifications) (b) have at least five years satisfactory experience of planning work; (c) possess a high standard of technical training and expertise: and (d) a high degree of administrative experience PARTICULARS OF EMPLOYMENT 1. The Post The post is wholetime (i.e., 35 hours per week) and appointment may be permanent or temporary. 2. Location Longford County Council reserves the right to assign the successful candidates to any premises in use by the Council, now or in the future. The person appointed will be required to report to their place of work by their own means of transport and at their own expense. 3. Commencement Longford County Council shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if they fail to take up the appointment within such period, or such other longer period as the Council in its absolute discretion may determine, Longford County Council shall not appoint them. 4. Working Hours The current working hours are 35 hours per week, Monday to Friday. Longford County Council reserves the right to alter the hours of work from time to time in line with Government Circulars. All hours worked are subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997, and the Organisation of Working Time Regulations, 2001. Longford County Council requires employees to record their hours using a Clocking system. 5. Reporting Arrangements Executive Planners report directly to the appropriate supervisor in the Section or to any other employee of Longford County Council as the Director of Services or other appropriate employee may designate for this purpose. A system of regular appraisal will be operated during employment, which will involve discussions between the employee and the line manager regarding performance and conduct. 6. Probationary Period of Employment There shall be a period after appointment during which the appointee will hold the position on probation. The period of probation will be prescribed by the Chief Executive. Employment may be terminated during the probationary period should service be deemed by the Chief Executive to be unsatisfactory. Employment may be terminated at the end of the probationary period unless the Chief Executive has certified that the employee had satisfactory service. Tenure of employment following probation will be subject to satisfactory service. 7. Remuneration The current salary scale for the post of Executive Planner is €57,909 - €80,498(LSI 2) gross per annum (Circular EL 03/2024), the rate of remuneration may be adjusted from time to time in line with Government Circulars. On appointment successful candidates will be placed on the first point of the point of the salary scale. Appointment to a higher point of the salary scale may apply to candidates employed elsewhere in the public service, subject to verification of service history. Remuneration is paid fortnightly by PayPath directly to the employees nominated bank account. The current wage pay cycle may be revised during the period of employment. Remuneration is subject to all statutory deductions, e.g. P.A.Y.E. and P.R.S.I. Increments are paid annually subject to satisfactory attendance, conduct and performance and national agreements. Increments may be withheld if performance, attendance and/or conduct are not satisfactory. 8. Superannuation & Retirement A person who becomes a pensionable employee of the County Council will be required in respect of their Superannuation to contribute to the Local Authority at the appropriate rate. The terms of the Local Government Superannuation (Consolidation) Scheme 1998 as amended or the Public Services Superannuation (Miscellaneous Provisions) Act 2004 or the Public Service Pensions (Single Scheme & Other Provisions) Act 2012 will apply as appropriate on appointment. Retirement age for employees is dependent on their relevant contract of employment, with due consideration being given to the rules of the Superannuation Scheme to which they belong. • For appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age. • The minimum retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 is 65. There is no mandatory retirement age. • 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: - Retirement age is set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028. - Compulsory retirement age will be 70. 9. Annual Leave The current annual leave entitlement for Executive Planner is 30 days per annum, in accordance with the Council’s Annual Leave Policy. The Chief Executive of Longford County Council retains autonomy with regard to office closures, (e.g., Christmas Office Closure), any days arising from such closure will be reserved from the employee’s annual leave entitlement. Proposed office closure days will be reviewed and advised to all employees each year. 10. Driver’s Licence & Insurance Longford County Council employees may on occasion be required to use their car on official business. In such situations the employee must hold a current clean driver’s licence and have available adequate means of transport. It is the responsibility of the employee to arrange the appropriate car insurance cover for business use and to indemnify Longford County Council with the indemnity specified on your insurance certificate under the heading “Persons or classes of person who are covered”. Documentation to confirm the appropriate insurance cover will be required to be supplied to the Council on an annual basis. 11. Code of Conduct/Organisation Policies Employees are required to adhere to all current and future Longford County Council codes of practice including Code of Conduct of Employees and all current and future organisational policies including, but not limited to Health and Safety, Communications, Data Protection, Equality, Staff Mobility, Attendance Management and Use of Electronic Equipment. 12. Training Employees are required to attend and participate fully in training programmes as may be decided by the Council from time to time and to apply their learning in the course of their daily working activities. 13. Health and Safety Regulations Longford County Council as an Employer is obliged to ensure, so far as it is reasonably practicable the Safety, Health and Welfare at Work of all of its employees. Under the Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to exercise all due care and take all protective and preventative measures to protect the Safety, Health and Welfare of its employees. All employees also have a legal obligation under Safety and Health legislation to co-operate with management and not engage in any improper conduct or behaviour or do anything, which would place themselves or others at risk. Employees must not be under the influence of an intoxicant at the place of work.
Assistant Planner
The Role: The position of Assistant Planner is an important role within the Planning Department. The successful candidate will be responsible for implementing programmes of work including some or all of the key services within the department i.e. Development Management, Planning Enforcement, Economic Development, Forward Planning, Community Planning and Public Realm / Strategic Capital Projects. The Assistant Planner will work under the direction and management of the Senior Executive Planner, Senior Planner or any other officer designated by the Director of Services or the Chief Executive. The Qualifications: 1. Character Each candidate shall be of good character. 2. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates for any of the above panels 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. 4. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (i) Hold an honours degree (level 8 in the National Framework of Qualifications) in Planning; (ii) Have at least two years satisfactory experience of planning work; (iii) Possess a high standard of technical training and experience; and (iv) Possess a high standard of administrative experience. - Please ensure that confirmation of Level 8 qualification in the relevant discipline from your awarding body and / or Quality & Qualifications Ireland (QQI) is submitted to the HR Department with your application. Foreign language qualification certificates must also be accompanied by a translation document. Applications received without the necessary documentation will be deemed ineligible and will not be considered further. - Candidates must also hold a current valid and unendorsed driving licence in respect of category B vehicles or equivalent in the EU Model Driving Licence and must advise if this is not the case. A copy of Licence must be submitted with your application. The Ideal Candidate Shall: • Have an ability to work within a multi-disciplinary team. • Have a track record of delivery of results. • Have an ability to self-motivate to achieve good performance. • Have an ability to achieve delivery of competing demands within prescribed timelines and deadlines. • Have an understanding of Local Authority services and structures in Ireland, particularly as they relate to the planning function, or have the ability to quickly acquire same. • Have good working knowledge of planning legislation, guidelines and the principals, practices and techniques of planning. • Have excellent interpersonal, communication, presentation and influencing skills. • Have an ability to work under pressure (both independently and within a team) and to think laterally, maintaining a solution orientated mind-set in dealing with a wide range of issues. • Have good report writing skills and strong ICT skills. • Have good knowledge and awareness of statutory obligations of Health and Safety Legislation the implications for the organization and the employee, and their application in the workplace. The Principal Terms and Conditions: The Office is wholetime, permanent and pensionable. A panel will be formed from which permanent Assistant Planner vacancies arising during the lifetime of the panel (12 months) may be filled. 1. Duties The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, Under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of a technical, administrative, executive, supervisory, advisory and ancillary nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputising for other officers of the local authority. The Assistant Planner will report to the Senior Planner, Senior Executive Planner or such other officer as may be designated by the Chief Executive. The key duties and responsibilities of the post of Assistant Planner may include but are not limited to the following: • Assessment of planning applications and pre-application proposals against the Council’s policies and provide recommendations as required in line with all relevant national, regional and local plans and policies and in accordance with appropriate legislation and guidelines; • Conduct pre-application consultations and provide planning advice to members of the public, internal departments and elected members in an efficient and flexible manner; • Investigates breaches of the planning code through the enforcement function to include attendance in court, as required, to give evidence; • Undertake site visits related to planning applications, condition compliance, planning enforcement, derelict sites, vacant sites, etc. as required; • Assisting in the preparation, implementation and monitoring of Development Plan/Local Area Plan/ Public Realm Projects and Schemes and in the preparation of reports on these matters for the Chief Executive and the Council; • Assisting in monitoring and reporting on implementation progress, including gathering/analysis of development, population, housing and market activity; • Develop and implement measures to promote regeneration; • Input to inter disciplinary projects dealing with land use, transport, regeneration, dereliction, environment, community planning, etc. • Assisting and providing advice to the Chief Executive, appropriate Committees of the Council, individuals, groups etc., on planning related issues; • Represent the Council at meetings with staff, elected members, community/general interest groups, businesses and residents, as required; • Liaising and working with relevant statutory bodies on various aspects of planning; • Build and maintain cooperative working relationships; • Assisting in the procurement and management of consultants; • Participating and contributing to the duties as required as part of the organisational response to Climate Action to promote and ensure capacity building, empowering change and delivering action; • Any other duties as may be assigned to the officer from time to time by the local authority and may include the duty of deputising for other officers of the local authority, when required, and such duties as may be assigned to them in relation to the area of any other local authority. 2. Salary The salary scale for the post of Assistant Planner (Assistant Engineer Analogous), applicable from 1st March 2025, is within the range: €46,802, €49,444, €51,392. €53,414, €55,485, €57,590, €59,715, €61,840 €63,964, €66,092, €68,232, €70,419 (LSI1), €72,609 (LSI2) Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. 3. Residence The holder of the post shall reside in the district in which his or her duties are to be performed or within a reasonable distance thereof and will be required to serve in the Local Authority’s Offices, or wherever assigned by the Local Authority. Leitrim County Council reserves the right to, at any time, re-assign an employee to any Department now or in the future. Leitrim County Council reserves the right to, at any time, assign an employee to any premises in use by the Council now or in the future. 4. Probation Where a person is permanently appointed to Leitrim County Council the following provisions shall apply – (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation; (b) Such period shall be one year but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 5. Annual Leave The annual leave entitlement for this post will be 30 days per annum. Annual leave year is aligned to the calendar year. 6. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. 7. Working Hours The standard working week will be 35 hours, Monday to Friday. The role may require flexibility around working hours and evening and weekend work may arise. The Council reserves the right to alter hours of work from time to time. All hours worked will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. Leitrim County Council requires employees to record their hours worked using a clocking system. 8. Superannuation All new entrants to pensionable public service employment on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for member of the Single Public Service Pension Scheme will be based on career-average pay; pensions will be co-ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998, and are liable to pay the Class A rate of PRSI contribution, will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of 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). You will also 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 pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay Spouses and Children/Widows and Orphans contributions at the rate of 1.5% of pensionable remuneration. 9. Retirement Age The Single Public Service Pension Scheme (“Single Scheme”) as provided by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 commenced with effect from 1st January 2013. The act introduced new retirement provisions for new entrants to the public service appointed on or after 1st January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. Retirement age will be in line with the age of eligibility for the State Pension Contributory (SPC). Compulsory Retirement Age will be 70. There is no mandatory retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is “not a new entrant” to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, had been subject to a compulsory retirement age of 65 years – the Public Service Superannuation (Age of Retirement) Act 2018 provides for an increase in the compulsory retirement age of most pre-2004 public servants from age 65 to age 70. 10.Pension Abatement If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to, or in receipt of, a pension from the Civil or Public Service, or where a Civil/Public Service pension comes into payment during the appointee’s re-employment, that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012. Please note: In applying for this position, you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the employing Department/Office/Body will support an application for an abatement waiver in respect of appointments to this position. 11.Driving Licence/Travel Holders of the post will be required to travel in the course of their duties and for this purpose they shall possess a current unendorsed full driving licence (Category B) and shall drive a motor car and maintain a car to the satisfaction of the local authority. The post holder’s Insurance policy must cover such use and must indemnify Leitrim County Council. Travel and subsistence expenses will be paid in accordance with nationally agreed rates applicable in the sector. 12.Garda Vetting The successful candidate may be subject to the Garda Vetting Procedures in line with the provisions of the National Vetting Bureau (Children & Vulnerable Persons) Act 2012 to 2016 as appropriate in advance of appointment and on a periodic basis thereafter for the duration of their employment. 13.Outside Employment The position is whole-time and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties. 14.Data Protection Please note that the information received is used solely for the purpose of considering your application. Such information held is subject to the rights and obligations set out in the Data Protection Acts, 1988, 2003 & 2018 and EU Regulation 2016/679. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Assistant Scientist
The Role: Leitrim County Council invites applications from suitably qualified persons who wish to be considered for inclusion on a panel from which permanent and/or temporary vacancies for Assistant Scientist may be filled. Assistant Scientist roles primarily arise in the Environment Department of the Council and the initial vacancy is for a permanent post in Waste Enforcement, within our Environment Department (Waste Enforcement Officer). The Waste Enforcement role requires comprehensive knowledge and understanding of the Waste Management Act 1996, as amended, the Local Government (Water Pollution) Act 1977-1990, as amended, and the associated enforcement obligations of a Local Authority. Under the direction and supervision of the appropriate line manager, the Assistant Scientist will work as part of a multidisciplinary team. The role will involve delivering environmental and technical services, including advisory, supervisory, and executive functions, implementing National Enforcement Priorities through various programmes and projects, leading enforcement activities and ensuring effective service delivery, and may include responsibility for the management of staff. The Qualifications: 1. Character Each candidate shall be of good character. 2. Health Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. Citizenship Candidates must, by the date of any job offer, be: (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. 4. Education, Training, Experience etc. Each candidate must, on the latest date for receipt of completed application forms: (a) Hold an honours degree (Level 8 in the National Framework of Qualifications) in a relevant Science discipline; (b) have at least two years satisfactory relevant experience of scientific work; (c) possess a high standard of technical training and experience; (d) Hold a current full driving license in respect of category B vehicles or equivalent in the EU Model Driving License. - Please ensure that confirmation of Level 8 qualification in a relevant Science discipline from your awarding body and / or Quality & Qualifications Ireland (QQI) is submitted to the HR Department with your application. Foreign language qualification certificates must also be accompanied by a translation document. Applications received without the necessary documentation will be deemed ineligible and will not be considered further - A copy of your Driving Licence must also be submitted with your application. The Ideal Candidate shall have: • Relevant technical experience in line with the requirements of the position - experience in the area of waste management/enforcement would be an advantage • Experience of interpreting and implementing environmental policy, and legislation as it relates to the, waste legislation and waste management principles, Water Framework Directive, pollution control etc. • Experience of liaising and engaging with relevant external stakeholders. • Experience of working as part of a multi-disciplinary team. • Experience of supervising staff and an ability to lead and develop a team and manage performance. • Ability to plan and prioritise work effectively and to work under pressure (both independently and as part of a team). • Ability to translate the team plan into clear priorities and actions for their area of responsibility • Ability to develop and maintain productive relationships with colleagues, customers and stakeholders. • Ability to build networks and successfully influence key internal and external stakeholders. • Effective written and verbal communication skills, with experience in the preparation of technical reports and the delivery of presentations to a varied audience in various formats. • Ability to pinpoint the critical information and address issues logically. • Ability to deal with complex and confrontational situations. • Effective investigational skills and the ability to respond to complaints. • Excellent organisation skills and possess the drive to deliver the required results. • Strong interpersonal and communication skills. • Knowledge and experience of operating ICT systems. • Good knowledge and awareness of the statutory obligations of Health and Safety Legislation and the implications for the organisation and the employee, and their application in the workplace. Competencies for the Post: Key Competencies for the post of Assistant Scientist 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: The Principal Terms and Conditions: The Office is wholetime, permanent and pensionable. A panel will be formed from which permanent Assistant Planner vacancies arising during the lifetime of the panel (12 months) may be filled. 1. Duties: The duties of the office are to give to the local authority and (a) Such other local authorities or bodies for which the Chief Executive, for the purposes of the Local Government Acts, is Chief Executive, and (b) to any other local authority or body with which an agreement has been made by the local authority or by any of the authorities or bodies mentioned in sub-paragraph (a) of this paragraph, under the general direction and control of the Chief Executive or of such other officers as the Chief Executive may from time to time determine, such appropriate services of a scientific, technical, administrative, executive, supervisory, advisory and ancillary nature as are required for the exercise and performance of any of its powers, duties and functions as may be delegated to him or her by the Chief Executive from time to time and shall include the duty of deputizing for other officers of the local authority. The Assistant Scientist will report to the Senior Executive Engineer or such other officer as may be designated by the Chief Executive. The duties will depend on the particular assignment, but in terms of the Assistant Scientist role the key duties and responsibilities of the post may include but are not limited to the following: • Working to enforce EU and national environmental legislation and policy with reference to the Waste Management Act and the Local Government (Water Pollution) Act, as amended, and related legislation. • Carrying out investigations, audits and preparing reports on complaints received in respect of Illegal Waste or Water Pollution Activities, Air and Noise Complaints, Waste Management (Prohibition of Waste Disposal by Burning) Regulations, Air Pollution Act 1987, Solid Fuel Regulations 2022 and the EPA Act 1992 which may be in breach of EU and national legislation. • Appointing and managing environmental consultants and contractors carrying out Risk Assessment, Intrusive Site investigations and Environmental Sampling. • Preparing summary and indictable files for submitting to Legal Advisors and the DPP for the prosecution of offences in breach of environmental legislation and attending Court and representing Leitrim County Council as expert witness in relation to legal proceedings. • Participating in National Working Groups relating to waste, air, noise, water quality, wastewater treatment systems, as appropriate. • Assisting with profile-raising and awareness relating to waste prevention, recycling, illegal dumping, water quality issues through media and elsewhere through radio/TV interviews, press releases/articles, electronic media and talks, in line with the communications plan. • Co-ordinating the data requirements for the RMCEI plan and NEMIS system. • Preparing and updating RASOPs, conducting toolbox talks, risk assessments, method statements, and incident reporting. • Supervising staff and ensuring compliance with health and safety protocols through regular audits, inspections, and adherence to legislation and the Council’s Safety Management System. • Promoting and maintaining a strong culture of health and safety in the workplace. • Preparing tender requests for services and purchase of instruments and materials. • Using Technology such as Drones, Survey Equipment, and CCTV to detect environmental breaches, including preparing DPIAs. • Participating and contributing to the duties as required as part of the organisational response to Climate Action to promote and ensure capacity building, empowering change and delivering action. • Providing assistance to work colleagues as required. In terms of Waste Enforcement duties may also include: • Assisting the Waste Enforcement Team in the creation of team plans, workplans and procedures including the Recommended Minimum Criteria for Environmental Inspections (RMCEI) Plan and directions from the Regional WERLA Office. • Line Management responsibility for Waste Enforcement Team/Community Wardens and associated work programmes. • Carrying out and assessing Environmental Risk Assessments and monitoring of Closed and Historic Landfills. • Conducting site monitoring, inspection and audits of Waste Facility Permit/Certificate of Registration Sites and preparation of reports. • Reviewing and validating Annual Return data submitted by Waste Collection Permit Holders to the National Waste Permit Office. • Liaising with the EPA, NWCPO, WERLA on priority waste collectors. • Reviewing and validating the data provided by the Waste Facility Permit/ Certificate of Registration holders against the National Waste Permit Office returns. • Assessing, examining, reviewing and enforcing Waste Facility Permit /Certificate of Registration applications under the Waste Management (Facility Permit and Registration) Regulations 2007. • Liaising with the National Waste Collection Permit Office in relation to permit queries and ensuring waste collectors are compliant with their returns. • Contributing to Anti-Dumping Initiative implementation. • Monitoring and inspecting Development Sites to assess Construction Environmental Management Plans and Waste Management Plans. • Implementing Environment legislation relating to Producer Responsibility Initiatives. • Overseeing the management of Leitrim County Council Civic Amenity Sites and Bring Banks. • Carrying out investigations, audits and preparing reports on the Waste Regulations (non-exhaustive list) Commercial Food Waste Regulations, Household Food Waste Regulations, Household and Hazardous Waste, Mercury Regulations, Waste Planning, Assessment of Historic landfills. • Assisting in joint road checkpoints and reports. In terms of Water Quality duties may also include: • Assisting the Water Quality Team in the creation of team plans, workplans and procedures including the Recommended Minimum Criteria for Environmental Inspections (RMCEI) Plan. • Carrying out Statutory Septic Tank inspections under the EPA’s National Inspection Plan and using EPA Apps for uploading of Septic Tank and incident inspections. • Performing Farm inspections and cross compliance reporting of offending farms as required by the GAP Regulations. • Engaging with farmers to identify and manage risks to water quality arising from their farming operations. • Reviewing planning applications regarding water quality issues and compliance. • Assisting with the Statutory Water Framework Directive sampling programme and ensuring that it is completed to a high standard. • Performing moderate to complex sampling investigations for river assessment work and water pollution incidents. Any other duties as may be assigned to the officer from time to time by the local authority and may include the duty of deputising for other officers of the local authority, when required, and such duties as may be assigned to them in relation to the area of any other local authority. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours. 2. Salary: The salary scale for the post of Assistant Scientist (analogous to Assistant Engineer) - applicable from 1st March 2025 - is within the range: €46,802, €49,444, €51,392. €53,414, €55,485, €57,590, €59,715, €61,840 €63,964, €66,092, €68,232, €70,419 (LSI1), €72,609 (LSI2) Entry point to this scale will be determined in accordance with relevant Departmental Circulars. Offers of appointment to persons who are not serving local authority employees will be based on the minimum of this scale. The rate of remuneration may be adjusted from time to time in line with Government Policy. The rate of remuneration may be adjusted from time to time in line with Government Policy. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the office shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. 3. Residence: The holder of the post shall reside in the district in which his or her duties are to be performed, or within a reasonable distance thereof, and will be required to serve in the Local Authority’s Offices, or wherever assigned by the Local Authority. Leitrim County Council reserves the right to, at any time, re-assign an employee to any Department now or in the future. Leitrim County Council reserves the right to, at any time, assign an employee to any premises in use by the Council now or in the future. 4. Probation: Where a person is permanently appointed to Leitrim County Council the following provisions shall apply – (a) There shall be a period after appointment takes effect, during which such a person shall hold the position on probation; (b) Such period shall be one year but the Chief Executive may, at his/her discretion, extend such period; (c) Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory; (d) There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice. 5. Annual Leave: The annual leave entitlement for this post will be 30 days per annum. Annual leave year is aligned to the calendar year. 6. Health For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. 7. Working Hours: The standard working week will be 35 hours, Monday to Friday. The role may require flexibility around working hours and evening and weekend work may arise. The Council reserves the right to alter hours of work from time to time. All hours worked will be subject to and recorded in accordance with the provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working Time Act (Regulations) 2001. Leitrim County Council requires employees to record their hours worked using a clocking system. 8. Superannuation: All new entrants to pensionable public service employment on or after 1 January 2013 will be members of the Single Public Service Pension Scheme. All members of the Single Public Service Pension Scheme will be required to contribute 3.5% of net pensionable remuneration plus 3% of pensionable remuneration. Pension and retirement lump sums for member of the Single Public Service Pension Scheme will be based on career-average pay; pensions will be co-ordinated with the State Pension Contribution Scheme. Persons who are pensionable under the Local Government (Superannuation) (Consolidation) Scheme 1998, and are liable to pay the Class A rate of PRSI contribution, will be required in respect of superannuation to contribute to the local authority at the rate of 1.5% of pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependent or qualified children). You will also 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 pensionable remuneration in accordance with the terms of the Scheme. Persons who become pensionable officers of a local authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of his/her superannuation to contribute to the local authority at the rate of 5% of pensionable remuneration. You may also be required to pay Spouses and Children/Widows and Orphans contributions at the rate of 1.5% of pensionable remuneration. 9. Retirement Age: The Single Public Service Pension Scheme (“Single Scheme”) as provided by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 commenced with effect from 1st January 2013. The act introduced new retirement provisions for new entrants to the public service appointed on or after 1st January 2013, as well as to former public servants returning to the public service after a break of more than 26 weeks. In accordance with Circular Letter 24/2020 Single Pension Scheme Members normal retirement age will be in line with the age of eligibility for the State Pension (Contributory). Compulsory Retirement Age will be 70. There is no mandatory retirement age for “new entrants” to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is “not a new entrant” to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, had been subject to a compulsory retirement age of 65 years – the Public Service Superannuation (Age of Retirement) Act 2018 provides for an increase in the compulsory retirement age of most pre-2004 public servants from age 65 to age 70. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE.
Domiciliary Careworker
Job Opportunity Limavady To provide personal and domestic care to people living in their own homes, who due to a temporary or longer term disability, may not be able to manage their own care. Domiciliary Care Workers – Morning Runs (7am-2pm) & Bed Runs (7pm-11pm) available. Ref: W/DCW/L/2155 £12.36 per hour (mileage) Part-time (12 hour & 20 hour) contracts available. Requirements: Experience of caring in a formal/informal setting Full Driving Licence Access to Car Interested? A full job description and details of how to apply can be found at: https://bryson.getgotjobs.co.uk/home Or call us on: 028 7132 1989 Closing date: 30th April 2025 at 12pm We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.
Cleaner
The post-holder will carry out the range of duties outlined below: 1. Duties and Responsibilities 1.1 Sweep, suction clean, mop, dry buff, spray clean, spray wax, machine scrub and dry, strip and re-polish floors using appropriate equipment; 1.2 Clean and remove stains of soft floor surfaces (carpets/matting) using the appropriate cleaning method; 1.3 Clean toilet and shower area including the fixtures and fittings; 1.4 Clean, wash and dust ledges, walls, fixtures, fittings and internal surfaces including glass partitions up to 3.35 m. Polishing furniture where appropriate; 1.5 Empty and clean internal litter bins and remove litter to the designated collection points. 2. General Conditions 2.1 All duties must be carried out to comply with: (a) The Health and Safety at Work (NI) Order 1978; (b) Acts of Parliament, Statutory Instruments and Regulations and other legal requirements; (c) The COSHH Regulations; (d) Codes of Practice. 2.2 All duties will be carried out in the working conditions normally inherent in the particular job; 2.3 Cover colleagues on sick leave in line with the College Procedure; 2.4 Absence must be reported in line with the College’s Procedure and the relevant forms must be completed and signed by the Estates Manager or delegated representative; 2.5 When carrying out cleaning duties protective clothing or work wear issued must be worn; 2.6 Flat-soled enclosed-toe footwear should be worn when carrying out cleaning duties; 2.7 Any cleaning equipment issued must be used and cared for in an appropriate and safe manner, with any defects being reported immediately; 2.8 All necessary paperwork must be completed; 2.9 Duties will be carried out for jobs up to and including those in the same grade, provided such duties are within the competence of the employee; 2.10 Comply with and actively promote College policies and procedures on all aspects of equality; 3. Training 3.1 Employees will accept any training for jobs graded at a higher level than their own. Payment will only be made where there is a requirement by the authority for the higherlevel duties to be carried out; 3.2 Employees must accept any training to facilitate the undertaking of duties up to and including their own grade. The training to include: • Induction training; • Refresher training; 4. Other Duties 4.1 Falling within the purview of the grade as required; 4.2 Undertake any other duties as required by the College’s Principal and Chief Executive or persons carrying his delegated authority; 4.3 This list of duties is not exhaustive. The postholder will be expected to undertake other relevant duties in order to meet any changing operational requirements; 5. Comply with and actively promote College policies and procedures on all aspects of equality; 6. Ensure full compliance with Health and Safety requirements and legislation in accordance with College policies and procedures; 7. Ensure full compliance with the College’s quality assurance systems and procedures in accordance with College policies and procedures; 8. Undertake any other duties as required by the College’s Principal and Chief Executive or persons carrying his delegated authority. The list of duties is not exhaustive. The postholder will be expected to undertake other relevant duties in order to meet any changing operational requirements. TERMS AND CONDITIONS Terms and conditions of employment are those as laid down by the Non-Teaching Negotiating Committee for Further Education in Northern Ireland and will include locally agreed terms and conditions. Salary Scale Band 2 Scale Column Point 3, £24,027 to Point 4, £24,404 per annum pro rata. New appointments will normally be placed on the first point of the scale. Hours of Work The hours of work will not normally be less than 12.5 per week. The hours of duty which may be on any of the College sites will be such as laid down to meet the needs of the College and may include periods of duty after, as well as before 5.00 pm on any Monday to Friday. Annual Leave Entitlement Entitlement to annual leave is 23 days pro rata in a full holiday year in addition to 12 public and extra statutory holidays. Entitlement to leave in the first year of employment is pro-rata to the number of months completed. Pension Scheme There is an Occupational Pension Scheme relating to employment with the College. Further details will be provided on appointment. Other Employment No other employment should be entered into during the period of employment with the North West Regional College. No employment by or in the service of another person or body should be undertaken except with express approval of the Principal and Chief Executive. POLICIES All staff have an obligation to comply with the statutory duties relating to Section 75 of the Northern Ireland Act 1998 and will be required to contribute to the implementation of the College’s Equality Scheme drawn up in accordance with this legislation. The North West Regional College as a public authority is committed to the promotion of Equality of Opportunity in accordance with the Northern Ireland Act 1998 Section 75. The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Smoking is only permitted in designated areas in which smoking bins are located. This document can be made available in a range of formats, please contact HR Services with your requirements.
