Competition Circular 18/2016 Services Officer

Competition Circular 18/2016 Services Officer

INFORMATION BOOKLET FOR CANDIDATES

PLEASE READ CAREFULLY

OPEN COMPETITION FOR APPOINTMENT TO THE ROLE OF

SERVICES OFFICER

In the

DEPARTMENT OF AGRICULTURE, FOOD AND THE MARINE

The Department of Agriculture, Food and the Marine is committed to a policy of equal opportunity. This competition will be run in compliance with the Codes of Practice prepared by the Commission for Public Service Appointments (CPSA). Codes of Practice are published by the CPSA and are available on www.cpsa.ie.

Agriculture is Ireland’s oldest and largest industry and in recent years has been transformed into a driver of our economy and a World leader in the production of high quality foods using sustainable and environmentally sensitive farming methods. While agriculture retains its roots in local communities, it has developed a global network where we provide safe and high quality food to consumers in at least 175 countries around the World. The Department of Agriculture, Food and the Marine is at the forefront of these exciting developments as it implements its mission to promote the development of a competitive and sustainable Irish agri-food industry.

The Department now has a number of vacancies for the post of Services Officer.

·  Status of Post: The appointment is to an un-established post in the Civil Service.

·  Location: Vacancies currently exist at the following locations;

·  National Seafood Centre, Clonakilty, Cork

·  Houston Hall, Raheen Industrial Estate, Limerick

·  Government Buildings, Farnham Street, Cavan

Separate panels will be established for each of the above locations and successful candidates will be ranked in order of merit for the location(s) of their choice. Candidates should clearly indicate on the application form the location(s) in which they are willing to serve if appointed. As a vacancy arises, it will be offered to the candidate ranked first on the relevant panel and, if refused, to the remaining candidates in sequence until the post is filled. Each panel will remain in place for a period of two years from the date of the first appointment and vacancies that arise during that period in each of the two locations, if any, will be filled from the relevant panel.

Candidates who accept a position from one panel will not be offered a position arising from their placing on one of the other panels.

1.  Job Specification

The duties of a Services Officer include, but are not restricted to, the following;

·  Facilitate the smooth running of reception areas - the Services Officer will be required to carry out reception desk duties that involve dealing with queries and deliveries from colleagues and visitors, both in person and by telephone, in a prompt and courteous manner.

·  Security Duties – facilitate security of reception areas, entrance gates, car parks, doors, alarms, etc. Additional security as required.

·  Collection, sorting and delivery of internal and external mail to include letters, parcels, newspapers, periodicals etc

·  Key-holder duties including opening and locking of office in the morning/evening*

·  Van driving duties**

·  Other duties as assigned by line management from time to time as appropriate to the role

* A key-holding allowance may be payable where the full range of key-holding duties are undertaken.

** A van driving allowance may be payable where driving duties are undertaken

2.  Person Specification

·  Essential Skills/Qualities

Given the nature of the work, candidates must be fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position.

In addition candidates must;

·  have good communication skills – both oral and written

·  be flexible and be capable of using own initiative

·  have the ability to work well as part of a team

·  Desirable Skills/Qualities

It is desirable that candidates;

·  be willing to take responsibility for tasks and complete work in a timely manner

·  be thorough and conscientious

·  hold a full driving licence

3.  Selection Process

The selection process may include some or all of the following methods of assessment;

·  Completion of online Assessment Questionnaire(s);

·  Online and/or paper-based assessment test(s);

·  shortlisting of candidates on the basis of the information contained in their application

·  a competitive preliminary interview

·  presentation or other exercises

·  a final competitive interview

·  work sample/role play/ media exercise, and any other tests or exercises that may be deemed appropriate

NOTE: Candidates should note that during any shortlisting exercise that may be employed, a board will examine application forms and assess them against pre-determined criteria based on the requirements of the position as outlined in this circular. Therefore, it is in candidates’ interest to provide a detailed and accurate account of their experiences relevant to this post in the application form.

Candidates must produce satisfactory documentary evidence of all relevant qualifications and experience claimed by them, if required.

4.  Eligibility

European Economic Area Nationals:

Candidates should note that eligibility to compete is restricted to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Under EU agreements Swiss citizens may also apply.

Collective Agreement - Redundancy Payments to Public Servants (Department of Finance letter to Personnel Officers dated 28 June 2012):

The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the public service by any public service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. Thereafter the consent of the Minister for Public Expenditure and Reform will be required prior to re-employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) and the Ministers consent will have to be secured prior to employment by any public service body.

Incentivised Scheme for Early Retirement (ISER):

It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010):

The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition.

Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013):

The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. Thereafter, the consent of the Minister for Public Expenditure and Reform will be required prior to re-employment. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration:

Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

5.  Conditions of Service

General

The appointment is to an un-established post in the Civil Service and is subject to the Civil Service Regulations Act 1956 to 2005, the Public Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service.

Personal Pension Contribution (PPC) Pay Scale will apply where the appointee is an existing civil public servant appointed on or after 6'h April 1995 or is newly recruited to the Civil Service and is required to make a personal pension contribution.
Pay

The PPC (Personal Pension Contribution) salary scale (weekly) for this position, with effect from 1st January, 2016 is as follows:

€393.05 €417.63 €426.90 €446.52 €464.03 €474.50

€486.78 €501.52 €526.74 €544.75 €564.82

NAMX LSI1 LSI2

Starting Salary and Payment Arrangements

Candidates should note that entry will be at the minimum point of the scale and will not be subject to negotiation, and the rate of remuneration may be adjusted from time to time in line with Government pay policy.

Payment will be made weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of an officer’s choice. Payment cannot be made until a bank account number and bank sort code has been supplied to the Department of Agriculture, Food and the Marine. Statutory deductions from salary will be made as appropriate.

Important Note

Different terms and conditions may apply if immediately prior to appointment the appointee is already a serving civil or public servant. Subject to satisfactory performance/service increments may be payable in line with current Government Policy.

An officer appointed to the post of Services Officer will agree that any overpayment of salary or of travel and subsistence may be deducted from future salary payments due in accordance with the Payment of Wages Act 1991. In accordance with that Act, the Authority will advise the officer in writing of the amount and details of such overpayment and give at least one week’s notice of the deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having regard to all the circumstances, within six months of such notice in accordance with the Act.

Tenure and Probation

The appointment is to an un-established position as Services Officer and will be subject to a probationary period. The probationary contract will be for a period of one year from the date of appointment. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances.

During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer:

(i)  has performed in a satisfactory manner, and

(ii)  has been satisfactory in general conduct, and

(iii)  is suitable from the viewpoint 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 the officer will be retained pursuant to Section 5A (2) Civil Service Regulation Acts 1956-2005. This decision will be based on the officer’s performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to the officer by the Department of Agriculture, Food and the Marine on commencement of employment.

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 in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.

In certain circumstances the contract may be extended and the probationary period suspended. The extension must be agreed by both parties.

§  The probationary period stands suspended where an employee is absent due to Maternity or Adoptive Leave.

In relation to absence on Parental Leave or Carers Leave, the Department of Agriculture, Food and the Marine may require probation to be suspended if the absence is not considered to be consistent with a continuation of the probation.

Probation may be suspended in cases such as absence due to a non-recurring illness.

The employee may in these circumstances make an application to the Department of Agriculture, Food and the Marine for an extension to the contract period.

Unfair Dismissals Acts 1977-2005

The Unfair Dismissals Acts 1977-2005 will not apply to the termination of this employment by reason only of the expiry of this probationary or fixed term contract without either being renewed.

Duties

The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with his/her role in the Department of Agriculture, Food and the Marine.

Headquarters

The employee’s headquarters will be such as may be designated from time to time by the Department of Agriculture, Food and the Marine. When absent from home and headquarters on duty, appropriate travelling expenses and subsistence allowances will be paid, subject to the normal civil service regulations.

Hours of attendance

Hours of attendance will be fixed from time to time but will amount, on average, to not less than 43 hours 15 minutes gross or 37 hours net per week.

Annual Leave

The annual leave allowance will be 22 days per annum, rising to 23 days after 5 years service and rising to 24 days after 10 years service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five-day week and is exclusive of the usual public holidays.