Chief Executive Officer (Designate), Building Standards Agency

The closing date for this vacancy is 19/11/2026, 15:00

Vacancy ID

9864

Department/Authority

Department of Housing, Local Government and Heritage

Department/Authority Website

https://www.gov.ie/en/department-of-housing-local-government-and-heritage/publications/building-standards/

Advertising Date

30/10/2026

County

Dublin

Location

Dublin

Closing Date for Application

19/11/2026, 15:00

Grade

Chief Executive Officer

Contract

Fixed Term

Type of role

Public Sector

Accessibility Information: We are committed to a policy of equal opportunity and encourage applications under all nine grounds of the Employment Equality Act. Please see our Statement on Accessibility

Please note that the language you choose to begin your application with cannot be changed once the "Apply" button is selected. If your application form is in English, your communications will be in English.

To submit your application through Irish and receive communications in Irish, please ensure you are on the Irish language version of our website www.publicjobs.ie/ga before you access the vacancy you wish to apply for, and click "Déan iarratas" to apply.

Job summary

Candidates are being sought for the position of Chief Executive Officer (CEO) (Designate) of An Ghníomhaireacht um Chaighdeáin Foirgníochta / the Building Standards Agency.

On establishment, the Building Standards Agency will operate as an independent statutory entity under the aegis of the Department of Housing, Local Government and Heritage. The overarching purpose of establishing the Building Standards Agency is to expedite the development of appropriate governance and management structures for the future Building Standards Regulatory Authority, as well as to increase building control inspection capacity by recruiting competent technical staff to support Local Authorities.

This appointment offers a unique opportunity to shape the future of Ireland's built environment through the establishment of a new national organisation that will strengthen building control oversight, support local authorities and improve public confidence in the sector.

Main Duties of the Job

• Leading the establishment and development of a new state body to promote a culture of compliance with building regulations and building control legislation in the interests of protecting public health, safety and welfare.

• Developing and overseeing the organisational structures, systems, policies and procedures necessary to support the Agency's mandate.

• Providing effective leadership through the development and implementation of the Agency’s strategic objectives and functions in relation to effective, modern and progressive building control.

• Establishing high standards of corporate governance in line with the Code of Practice for the Governance of State Bodies;

• Developing and leading the delivery of a strategic workforce plan for the Agency.

• Leading, developing, and managing the performance of the senior management team within the Agency.

• Managing the Agency’s budget, resources, and reporting obligations to Government while complying with public financial procedures, including procurement and value-for-money principles.

• Working closely with the Board, local authority sector and the Department of Housing, Local Government and Heritage to achieve the objectives and functions of the Agency.

A full list of duties and eligibility criteria can be found in the Candidate information Booklet.

Information about the organisation

In line with the recommendations of the Report of the Building Standards Regulator Steering Group, the Department of Housing, Local Government and Heritage is currently implementing a two-stage process:

• the establishment of the Building Standards Agency (interim arrangement), and

• the subsequent move to the Building Standards Regulatory Authority (long-term arrangement).

As a first stage, a Building Standards Agency is being established under the Local Government Services (Corporate Bodies) Act, 1971.

In tandem, primary legislation is being drafted to establish a Building Standards Regulatory Authority as an independent legal entity. It is intended that the Building Standards Agency and its structures will transfer to the Building Standards Regulatory Authority upon its establishment.

Benefits

See Information Booklet

Selection Process Details

The closing date for receipt of completed applications is 3pm on Thursday, 19th of November 2026

If you feel you would benefit from a confidential discussion about this role, please contact Ms. Hilary Dolan at [email protected]

We are committed to a policy of equal opportunity and encourage applications under all nine grounds of the Employment Equality Act.

Recruitment for this role is managed by publicjobs.

Final Information Booklet - CEO (Designate), Building Standards Agency.pdf – 598KB Opens in a new window https://publicjobs.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-4/candidate/download_file_opp/9864/406178/1/0/4f2cbd4abf8baba9a25c53abff5a66c59264300f

Chief Executive Officer (Designate) Building Standards Agency Competition ID: 9864 Location: Department of Housing, Local Government and Heritage, Custom House, Dublin 1, D01 W6X0 Closing Date: 3pm on Thursday, 19th of November 2026

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Chief Executive Officer (Designate), Building Standards Agency Competition ID: 9864 publicjobs is committed to a policy of equal opportunity and encourage applications under all nine grounds of the Employment Equality Act, 1998-2015. publicjobs is advertising this post and conducting the selection in compliance with the code of practice for appointment to positions in the Civil Service and Public Service prepared by the Commission for Public Service Appointments (CPSA). Codes of Practice are published by the CPSA and are available on www.cpsa.ie publicjobs refers to Public Appointments Service established under the Public Service Management (Recruitment and Appointments) Acts 2004-2013 Contact: Ms. Hilary Dolan Email: [email protected] URL: www.publicjobs.ie

publicjobs

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CEO (Designate), BSA

TITLE OF POSITION:

Chief Executive Officer (Designate) of the Building Standards Agency

DEPARTMENT / OFFICE:

Department of Housing, Local Government and Heritage

LOCATION:

Custom House, Dublin 1, D01 W6X0.

Introduction: Candidates are being sought for the position of Chief Executive Officer (CEO) (Designate) of An Ghníomhaireacht um Chaighdeáin Foirgníochta / the Building Standards Agency. It is expected that an Order to establish the Building Standards Agency will be signed by the Minister for Housing, Local Government and Heritage before the end of 2026. The Agency will be established as soon as is practicable thereafter, pending the completion of the appointments process for the Board and CEO (Designate). On establishment, the Building Standards Agency will operate as an independent statutory entity under the aegis of the Department of Housing, Local Government and Heritage. This appointment offers a unique opportunity to shape the future of Ireland's built environment through the establishment of a new national organisation that will strengthen building control oversight, support local authorities and improve public confidence in the sector. Subject to the successful conclusion of this appointment process for a CEO (Designate) of the Building Standards Agency, the Minister for Housing, Local Government and Heritage may, before the establishment day of the Agency, appoint the successful candidate as CEO (Designate) of the Building Standards Agency and the date of that person’s designation shall be deemed to be the date of his or her appointment. Upon establishment, it is intended that the CEO will have responsibility for the operation and overall execution and performance of the Building Standards Agency. The CEO will report to an independent Board (to be appointed by the Minister for Housing, Local Government and Heritage). The governance model will be in line with the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation’s Code of Practice for the Governance of State Bodies.

Background to Establishment of the Building Standards Agency: In line with the recommendations of the Report of the Building Standards Regulator Steering Group, the Department of Housing, Local Government and Heritage is currently implementing a two-stage process: -

the establishment of the Building Standards Agency (interim arrangement), and

-

the subsequent move to the Building Standards Regulatory Authority (long-term arrangement).

As a first stage, a Building Standards Agency (the “Agency”) is being established under the Local Government Services (Corporate Bodies) Act, 1971. In tandem, primary legislation is being drafted to establish a Building Standards Regulatory Authority as an independent legal entity. It is intended that the Agency and its structures will transfer to the Building Standards Regulatory Authority upon its establishment.

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Building Standards Agency Functions: The overarching purpose of establishing the Building Standards Agency is to expedite the development of appropriate governance and management structures for the future Building Standards Regulatory Authority, as well as to increase building control inspection capacity by recruiting competent technical staff to support Local Authorities. The Agency will also inform the strategic direction of the Building Standards Regulatory Authority. The functions of the Agency will include: • to develop a multi-annual building control plan, in consultation with building control authorities, to promote quality, consistent, effective building control activity at an adequate level, together with appropriate performance indicators; • to carry out an assessment of resources in building control authorities; • to increase building control inspection capacity and capability, through the recruitment of competent technical staff to provide additional resources to building control authorities to support their fulfilment of the multi-annual building control plan; • to develop expertise and competency in relation to inspection and enforcement on a nationwide basis; • to oversee and co-ordinate implementation of the multi-annual building control plan; • to report to the Minister on progress in respect of the multi-annual building control plan; • to manage the administration of the Building Control Management System; • to develop a business case for the next generation IT system for building control having regard to the European Union, national and local government digital and ICT strategies; • to advise the Minister in the context of a rapidly changing industry (e.g. increased adoption of offsite construction, sustainability policies, environmental performance of products, circular economy initiatives, productivity and digitalisation) on the implications for building control processes; • to procure such technical, administrative or implementation activities as may be necessary; • to make recommendations to the Minister to inform the strategic direction of, and the governance and corporate structures, policies, financial arrangements and procedures necessary for, a future statutory independent central competent authority to oversee the design and construction of buildings and the marketing and use of construction products; • to examine and carry out research on its own initiative or at the request of the Minister, in relation to matters relating to the establishment and functions of a statutory independent central competent authority to oversee the design and construction of buildings and the marketing and use of construction products including, but not limited to, governance structures, appeals processes, referral and dispute functions; • to promote a culture of compliance with regulations made under sections 3 and 6 of the Building Control Act 1990 in the interest of securing the health, safety and welfare of people in or about buildings; and • to engage with the construction industry and other stakeholders on relevant matters.

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The Chief Executive Officer Position: An experienced and visionary person is sought to serve as the CEO of the new Building Standards Agency, reporting to an independent Board, to be appointed by the Minister for Housing, Local Government and Heritage. The appointment of a CEO (Designate) is sought to provide early-stage leadership on the establishment of the Agency and maintain continuity during its development into a fully operational body. As such, the Minister wishes to appoint a candidate with the requisite experience, qualifications and expertise. The CEO will be responsible for providing strategic, operational and organisational leadership of the Building Standards Agency. As the Agency's CEO, the successful appointee will have the opportunity to play a central role in the creation of a new state body, shaping its culture and values and strengthening building control nationally while also preparing for the establishment of the future Building Standards Regulatory Authority. The CEO will lead the establishment of the Building Standards Agency and will build a senior leadership team, develop a strategic vision for the Agency, and put in place appropriate resourcing, protocols and processes to deliver on the objectives of the Agency. Strong corporate leadership with a focus on change management will be required to deliver on the Agency’s mandate and to prepare for the opportunities and challenges ahead. Reporting to the Board of the Agency, the CEO will be accountable for the effective management of the organisation, the delivery of its statutory functions and the implementation of its strategic objectives. The role requires an accomplished leader with the ability to deliver organisational change, develop high-performing teams, establish robust governance arrangements and build constructive relationships across government, local authorities and the wider construction sector. The CEO (Designate) of the Building Standards Agency will be appointed by the Minister for Housing, Local Government and Heritage on the recommendation of the Chief Executive of the Public Appointments Service after an open, public competition has been held under section 47 of the Public Service Management (Recruitment and Appointment) Act 2004. From the date of such appointment, the CEO shall hold office for a term of 5 years. The appointment will be made under a written contract of service subject to the usual terms of probation. The CEO shall hold office subject to such terms and conditions as are determined by the Minister Housing, Local Government and Heritage with the consent of the Minister for Public Expenditure, Infrastructure, Public Service Reform and Digitalisation. The role is to be filled initially as a CEO (Designate), pending the establishment of the Agency. Until the establishment day, the successful candidate will work on an administrative basis under the auspices of the Department of Housing, Local Government and Heritage. The CEO (Designate) shall manage and control generally the functions required to establish the Agency, liaising closely with the officials of the Housing Policy and Standards Division within the Department of Housing, Local Government and Heritage as appropriate.

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The Chief Executive Officer responsibilities: The responsibilities of the CEO will include but are not limited to: • Leading the establishment and development of a new state body to promote a culture of compliance with building regulations and building control legislation in the interests of protecting public health, safety and welfare. • Developing and overseeing the organisational structures, systems, policies and procedures necessary to support the Agency's mandate. • Providing effective leadership through the development and implementation of the Agency’s strategic objectives and functions in relation to effective, modern and progressive building control. • Establishing high standards of corporate governance in line with the Code of Practice for the Governance of State Bodies; • Developing and leading the delivery of a strategic workforce plan for the Agency. • Leading, developing, and managing the performance of the senior management team within the Agency. • Managing the Agency’s budget, resources, and reporting obligations to Government while complying with public financial procedures, including procurement and value-for-money principles. • Working closely with the Board, local authority sector and the Department of Housing, Local Government and Heritage to achieve the objectives and functions of the Agency. • Developing and managing relationships with key stakeholders including other regulatory bodies, national and local government, the construction industry and EU and international institutions. • Representing the Agency with authority and credibility, providing a voice for quality within the Irish built environment and ensuring effective external communications. • Undertaking additional functions or statutory responsibilities as assigned by the Board, consistent with the Agency’s mandate. • Providing strategic advice to the Minister on the direction and establishment of the future Building Standards Regulatory Authority.

Chief Executive Officer (Designate) Person Specification: The position of CEO (Designate) of the Building Standards Agency is a unique opportunity for a highly motivated candidate with innovative leadership and strong organisational abilities. The role will require an experienced and visionary person, with a proven track record of senior management experience, as well as the ability to successfully manage a change management process while building collaborative relationships with a broad range of stakeholders.

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ESSENTIAL REQUIREMENTS: The successful candidate must have: • Proven senior leadership experience in a regulatory, public sector, housing, construction or built environment organisation; • An understanding of and commitment to organisational excellence, with a good knowledge of the characteristics, values and governance principles that underpin a high-performing Irish State body; • Strong corporate governance, oversight and management expertise; with excellent financial, regulatory and governance acumen; • Ability to establish and deliver organisational strategy, functions and services – experience of attainment and achievement at a senior level. • Proven track record of managing and identifying improvement opportunities and actively engaging in implementing improvements and managing change, including execution and delivery of change in a structured environment; • Proven track record as a team player and in leading multi-disciplinary teams and developing and executing strategies; • Proven record for critical thinking, problem solving, independent assessment and decision making, sound judgement and decisiveness; • Exceptional managerial and organisational ability, including the ability to think and operate strategically, and implement change in a dynamic environment; • High levels of personal integrity, drive and enthusiasm; • High levels of professional integrity imbued with a progressive public sector ethos; • Excellent interpersonal and stakeholder management skills, with an ability to build effective relationships, internally and externally at a senior level with Government Ministers, key government bodies, local authorities, professional bodies, industry representatives, and other stakeholders. Desirable: It is desirable that the candidate have: • Experience of working with, or engaging effectively across, the Irish local government sector, with an understanding of the structures, functions and operating environment of local authorities, particularly in regulatory and service delivery contexts; • A good working knowledge of Building Control legislation including Building Regulations and Building Control Regulations; • A strong understanding of the building control regulatory system, compliance frameworks, riskbased assessments/inspections and enforcement processes; • Experience in the construction industry, a clear understanding of construction industry practices publicjobs

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in Ireland, an appreciation of the challenges and opportunities affecting the sector, including within the context of the stated policy objectives as set out in Delivering Homes, Building Communities; • Knowledge of the broader Irish construction sector ecosystem, including familiarity with the roles and functions of relevant state bodies, regulatory authorities, funding programmes, approval processes and supporting systems that influence the delivery and oversight of construction activity; • Understanding of the skills required to manage information technology systems and digitalisation programmes; • Direct experience at an appropriate level in an organisation of comparable scope and scale, preferably in a relevant sector, Government Department or Local Authority; • Experience reporting to a Board of Directors and working on Boards/Committees; • Registration as a building professional (On an appropriate statutory register maintained by the Royal Institute of Architects of Ireland, Society of Chartered Surveyors Ireland or Engineers Ireland).

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Specific candidate criteria: In addition to fulfilling the eligibility criteria set out, candidates must: • Have the knowledge and ability to discharge the duties of the post concerned; • Be suitable on the grounds of health and character; • Be suitable in all other relevant respects for appointment to the post concerned; • If successful, they will not be appointed to the post unless they: o

Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be performed; and

o

Are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position.

Key Competencies for effective performance: The attention of candidates is drawn to the key competencies that have been developed for use for posts at this level.

Please see appendix 1. For a breakdown of the Key Competency model and performance indicators for vacancies at this level.

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Citizenship Requirements: Eligible Candidates must be: (a) A citizen of the European Economic Area. 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 has a stamp 4 permission or a Stamp 5 permission1 To qualify candidates must meet one of the citizenship criteria above by the date of any job offer. Certain Restrictions on Eligibility: Applicants are required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement / redundancy, and the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation should be consulted in order to assess eligibility for appointment on foot of this. Examples of restriction on eligibility on foot of such schemes include: • Collective Agreement Redundancy Payments to Public Servants: The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. 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) • 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 not eligible to apply for another position in the same employment or the same sector e.g. a civil servant who retired under this scheme will be ineligible for re-employment in the civil service at a future date, save for in exceptional circumstances in line with terms outlined in paragraph 15 of that Scheme and with sanction from the Department of Public Expenditure and Reform.

• 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 1

Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable as a Stamp 4 equivalent.

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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. On foot of this: people who availed of the VER scheme are not eligible for appointment and people who availed of the VRS scheme and who may be successful in a competition will have to prove their eligibility (expiry of period of non-eligibility). • Department of Health Circular (4/20103): The Department of Health Circular 4/2013 dated 1 May 2013 introduced the Employment Control Framework Numbers Reduction Measures 2013 Targeted Voluntary Redundancy (VR) Scheme. 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 VR Scheme that persons will not be eligible for reemployment 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. 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). • Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013 updated by Circular Letter LG(P) 7/2013): The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities, with updates in Circular Letter LG(P) 7/2013. 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 reemployment 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. 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).

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CEO (Designate), BSA

PRINCIPAL CONDITIONS OF SERVICE General The appointment will be made by the Minister for Housing, Local Government and Heritage under the Building Standards Agency (Establishment) Order 2026. The Chief Executive (Designate) shall be appointed in a whole-time capacity and shall be appointed for a term of office of 5 years. Salary At the level of Director (Principal Officer Higher scale + Director’s Allowance). The current PPC salary scale is as follows: Principal Higher Scale – PPC €116,397 – €121,189 – €126,005 – €130,809 – €134,906 – €139,225 LSI1 – €143,541 LSI2 Director’s Allowance - PPC €15,983 A Personal Pension Contribution (PPC) rate is paid to appointees who are required to make a personal pension contribution in respect of their main superannuation scheme membership. This is different to a contribution payable in respect of membership of Spouses’ and Children’s Scheme and/or the Additional superannuation Contributions (ASC) Non-Personal Pension Contribution (Non-PPC) rates are paid to appointees who are not required to make a personal pension contribution in respect of their main superannuation scheme membership. Important Notes relating to Salary: Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation. The rate of total remuneration may be adjusted from time to time in line with Government pay policy as applying to public servants generally. Subject to satisfactory performance, increments may be awarded in line will current Government policy. Tenure The appointment will be on the basis of a fixed term contract of employment for a period of five years. Location The post will be based initially in the offices of the Department of Housing, Local Government and Heritage, Custom House, Dublin 1, D01 W6X0. Permanent accommodation arrangements will be progressed in the context of establishing the Building Standards Agency. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours and 15 minutes gross per week or 35 hours net of lunch breaks. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time.

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Annual Leave In addition to the usual public holidays, the annual leave for this position is 30 working days. Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the Public Service Sick Leave Scheme. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the public service, at the time of being offered an appointment. In general, this means being offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Single Scheme can be found at http://www.singlepensionscheme.gov.ie/. The maximum retirement age for most Single Scheme members is age 70. Different terms and conditions related to superannuation and retirement may apply to a candidate where they were a member of pre-existing public service pension scheme (nonSingle Scheme) after 1 January 2013 and any subsequent breaks in public service employment (either pensionable or not) have been 26 weeks or less. The pension entitlements and maximum retirement age, if applicable, of such appointees will be determined in the context of their public service employment history. Additional Superannuation Contribution Successful candidates who are members of a public service pension scheme are subject to the Additional Superannuation Contribution (ASC) in accordance with the Public Service Pay and Pensions Act 2017. The ASC is in addition to any personal pension contributions (otherwise known as main scheme contributions) and Spouses’ and Children’s Scheme contributions that are payable in the accordance with the rules of any pension scheme. Limitation on Pension Accrual Section 52(6) of the Public Service Pensions (Single Scheme and Other Provisions) Act, 2012 limits the amount of pensionable service an individual may accrue across all pre-existing public service schemes (non-Single Scheme terms) to a maximum of forty years or equivalent; where pensionable service exceeds forty years on 28 July 2012, section 52(7) provides that they may retain the benefit of that service. This may have implications if the appointee acquired pension rights in a previous public service employment. Department of Public Expenditure & Reform Circular 13/2020, which is available on the website https://www.gov.ie/en/circulars/, provides guidance on the method of calculating pension entitlements in such cases. Previous Public Service Pension Entitlements and Pension Abatement Declaration: 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 in accordance with s.51 of Single Pension Scheme Act 2012. Abatement: If the appointee has previously been employed in the public service (including the civil service) and is in receipt of a pension from the public service or where a public service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Entitlements under ISER/VER schemes: The Department of Public Expenditure and Reform should be consulted in advance of formal appointment in all cases where the prospective publicjobs

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appointee availed of a previous ISER/VR/VER arrangement in the public service. The implications of their new appointment on their ISER/VR/VER payment/pension entitlements will be determined by the terms and policies governing the ISER/VR/VER scheme in question. An example of one includes: Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007: The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment). Ill-Health-Retirement – Pension Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health his/her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. IMPORTANT NOTICE: Candidates should note that different terms and conditions may apply if, immediately prior to appointment, the appointee is already a serving civil or public servant. The above outlines the principal conditions of service and is not intended to be a comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate.

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THE SELECTION PROCESS How to Apply Applications must be made by submitting an online application through www.publicjobs.ie and attaching a single document with the following elements included: • A comprehensive CV, including an organisation chart. • The ‘Key Achievements Form’ • A short cover letter/personal statement The Application Form template can be found on the right-hand side of the advertisement on publicjobs. If you have any issues finding this, please contact us at [email protected] Closing Date: 3pm on Thursday, 19th of November 2026 Applications not submitted in the required format or after the closing time / date will not be considered / accepted. At publicjobs, we are transitioning to a new recruitment platform with the aim of enhancing our services and the candidate experience. The new service will give you greater visibility and control of your application. When accessing our new recruitment platform for the first time, candidates must register as a New User to create a profile (register a new account). To do so, please access the vacancy you wish to apply for on our Jobs Board by clicking on the title of the position. You will be brought to the vacancy where you can click on “Register” in the top right-hand section of vacancy page and follow the instructions provided. Candidates who have already registered on the new platform will have an account and should select ‘Login’ or ‘Apply’ from the top right-hand section of the registration page or through the link at the bottom of the page. Once you have registered and after your email address has been verified, you can then apply for the vacancy on our new system. To do this, for this campaign, you will be required to return to the vacancy page for Chief Executive Officer (Designate), Building Standards Agency on the jobs board on www.publicjobs.ie and click on “Apply”. This time, you should select the “Login” option in the top right-hand section of the Login Page and follow the instructions provided. Please visit the Help Centre if you have questions or encounter technical difficulties navigating the site or making your application. Interaction with candidates during the campaign process will primarily be conducted online. publicjobs will send most communication through your publicjobs candidate portal and email. Check your candidate portal on a regular basis as email notifications of updates /interviews etc issued to your candidate portal may sometimes be filtered into your Junk/Spam email folders (or ‘Promotions’ in the case of gmail). You are also advised to check all these folders regularly. The onus is on each applicant to ensure that they are in receipt of all communication from publicjobs. publicjobs accepts no responsibility for communication not accessed or received by an applicant. It is strongly recommended that you do not change your email address or mobile phone number in the course of this recruitment competition, as any email/text message notification will be sent to the email address/telephone number originally supplied by you. Please note If publicjobs is not notified of any issues or problems you experience on the day of the tests/interview, we will not be in a position to address these after the fact.

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Selection Process: The selection process may include: • • • • • •

shortlisting of candidates, on the basis of the information contained in their application; a competitive preliminary interview; completion of an online questionnaire(s); Executive Assessment Centre A case study/work sample/role play/media exercise, and any other tests or exercises that may be deemed appropriate; a competitive interview, which may Include a presentation.

Interviews will take place in person. Please Note We acknowledge receipt of all applications. If you do not receive an acknowledgement within 3 days of applying, please email [email protected] You can expect to receive emails from us at the relevant stages notifying you to check your secure publicjobs.ie message board for campaign updates. We endeavor to give as much notice as possible for interview dates etc. Candidates should make themselves available on the date(s) specified by publicjobs. Shortlisting The number of applications received for a position generally exceeds that required to fill the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, publicjobs may decide that a smaller number will be called to the next stage of the selection process. In this respect, publicjobs provide for the employment of a shortlisting process to select a group who, based on an examination of the application forms, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who, based on their application, appear to be better qualified and/or have more relevant experience. An expert board will examine the application forms against agreed shortlisting criteria based on the requirements of the position. The shortlisting criteria may include both the essential and desirable criteria specified for the position. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. References It would be useful if you would begin to consider names of people who would be suitable referees and whom we might consult (2 names and contact details should be provided). The referees do not have to include your current employer but should be in a position to provide a reference for you; at least one of these should be a person to whom you have had a direct reporting relationship. The referees should be able to provide relatively recent information on your performance and behaviour in a work context. You may wish to select referees who can provide such information from different perspectives or in different work contexts. Please be assured that we will only contact referees should you come under consideration after the preliminary interview stage. Please note, should you be successful at the final interview, we will require a reference from your current employer prior to recommendation for appointment. Successful candidates may be required to complete a number of pre-employment checks such as Health and Character Declaration, Garda Vetting, and any other relevant checks required for the particular role. If you feel you would benefit from a confidential discussion about any aspect of this significant opportunity, please contact Ms. Hilary Dolan by email at [email protected]

publicjobs

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CEO (Designate), BSA

Candidates with Disabilities Attracting candidates from all sectors of society to ensure accessible routes to career opportunities is a key priority of publicjobs. We are committed to equality of opportunity for all candidates. If you have a disability or need reasonable accommodations made during the selection process, (e.g. for interview, assessments or exercises), we strongly encourage you to share this with us so that we can ensure you get the support you need. Reasonable accommodation in our selection process refers to adjustments and practical changes which would enable a disabled candidate to have an equitable opportunity for this competition. We can provide accommodations for any stage of the process, including online assessments, interviews or exercises. Examples of adjustments we provide include the use of assistive technology, extra time, scribes and/or readers or a range of other accommodations. Please be assured that having a disability or requiring adjustments will not impact on your progress in the selection process; you will not be at a disadvantage if you disclose your disability or requirements to us. Your disability and/or adjustments will be kept entirely confidential. Should you be successful, the disclosure of a disability for this stage of the process will not be passed onto the employing department unless you request that we do so. If you indicate on your application form that you require reasonable accommodations, you will have the following option: A. If you have been provided with reasonable accommodations from publicjobs in the last three years, you should input the details of the most recent competition for which you were assigned accommodations along with your Candidate ID OR B. You will need to upload a psychologist/medical report as part of your application, which details your disability/requirements. We require a report to better understand your disability and requirements. The report, in addition to your request, helps us determine what accommodations may be suitable for you, in the selection process. The reports will only be shared with our Assessment Services Unit. In the reports, it is useful for us to see the outcome of any diagnostic tests conducted by your psychologist/doctor, and their summary of recommendations in relation to your requirements. You may redact (block out) parts of medical reports/psychologist’s reports that you feel are sensitive or unnecessary for the decision to make reasonable adjustments. Please do not email your medical/psychologist’s report to us – it should be uploaded directly to your online application. Should you have any difficulty with uploading your report, please contact [email protected] publicjobs will ensure that your reasonable accommodations are implemented as necessary, for each stage of the recruitment process. If you have any queries about the reasonable accommodations process or the accommodations you have received, please contact [email protected] If you wish to discuss any matter relating to the accessibility of our services or building, or if you require support from our Disability Champion Amanda Kavanagh, please contact [email protected] For further information about Diversity and Inclusion please see the Info Hub on our website. Information on the accessibility of our service may be found on the Accessibility page on our website. General information publicjobs

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CEO (Designate), BSA

publicjobs will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that publicjobs is satisfied that such a person fulfils the requirements or is not disqualified by law from holding the position. publicjobs will make all such enquiries that are deemed necessary to determine the suitability of candidates for recommendation. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, or should additional vacancies arise, publicjobs may at its discretion, select and recommend another person for appointment on the results of this selection process. Specific candidate criteria Candidates must: – Have the knowledge and ability to discharge the duties of the post concerned – Be suitable on the grounds of character – Be suitable in all other relevant respects for appointment to the post concerned; – and if successful, they will not be appointed to the post unless they: Agree to undertake the duties attached to the post and accept the conditions under which the duties are, or may be required to be, performed. Be fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Deeming of candidature to be withdrawn Candidates who do not attend for interview or other test when and where required by publicjobs, or who do not, when requested, furnish such evidence as the publicjobs require in regard to any matter relevant to their candidature, will have no further claim to consideration. Candidates are expected to provide all requested documentation to publicjobs, including all forms issued by publicjobs for completion, within five days of request. Failure to do so will result in the candidate being deemed to have withdrawn from the competition and their candidature will receive no further consideration. Quality Customer Service We aim to provide an excellent quality service to all our customers. If, for whatever reason, you are unhappy with any aspect of the service you receive from us, we urge you to bring this to the attention of the unit or staff member concerned. This is important as it ensures that we are aware of the problem and can take the appropriate steps to resolve it.

publicjobs

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CEO (Designate), BSA

Candidate Rights and Obligations Confidentiality Candidates can expect that all enquiries, applications and all aspects of the proceedings to the extent that they are managed by publicjobs are treated as strictly confidential subject to the provisions of the Freedom of Information Act 2014. However, candidates should note that all application material may be made available to the employing authority/organisation. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. Review and Complaint Procedures under the Code of Practice for Appointments to Positions in the Civil and Public Service If a candidate is unhappy following the outcome of any stage of a selection process, they can either: 1. Request a Review of a decision made during the process or 2. Make a Complaint that the selection process followed was unfair A candidate can follow either one of the two procedures in relation to the same aspect of a selection process, but not both. Where a review of a selection process has taken place under Section 7 (as detailed below), a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission for Public Service Appointments (CPSA) at its sole discretion. There is no obligation on publicjobs to suspend an appointment process while a Review or Complaint is being considered. However, the CPSA expects that, where possible, publicjobs will intervene in cases where it finds an error is likely to have occurred. Requesting a Review under Section 7 A request for review may be taken by a candidate should they be dissatisfied with an action or decision taken by publicjobs. publicjobs will consider requests for review in accordance with the provisions of Section 7 of the Code of Practice for Appointments to Positions in the Civil and Public Service published by the CPSA. When making a request for a review, the candidate must support their request by outlining the facts they believe show that the action taken or decision reached was wrong. A request for review may be refused if the candidate cannot support their request. The Informal Review will consist of a desk-based examination of any available information in relation to the recruitment process and the decision taken regarding the candidate’s application. The outcome of the Informal Review Process will be communicated to the requester in writing. •

A request for Informal Review must be made within 5 working days of notification of the decision, and will normally take place between the candidate and a representative of publicjobs who had played a key role in the administration of the selection process.

•

Where a candidate remains dissatisfied following any such informal communication, they may adopt the formal procedures set out below.

A request for Formal Review must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Review process. Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive. •

The candidate must address their concerns in relation to the process in writing to the Chief Executive (via email to [email protected], or in writing to Chief Executive Officer, publicjobs Chapter House, 26/30 Abbey Street Upper, Dublin 1), outlining the facts that they believe show an action taken or decision reached was wrong.

publicjobs

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CEO (Designate), BSA

•

The Formal Review will be conducted by a person who is completely independent of the selection process.

•

The outcome of the Formal Review must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, publicjobs must keep the candidate informed of the status of the review and the reasons for the delay.

Making a Complaint under Section 8 A candidate may believe there was a breach of the Commission’s Code of Practice by publicjobs that may have compromised the integrity of the decision reached in the appointment process. The complaints process enables candidates to make a complaint under Section 8 to publicjobs in the first instance, and to the Commission for Public Service Appointments subsequently on appeal if they remain dissatisfied. On foot of a Section 8 Complaint process, either publicjobs or the CPSA may find that the recruitment and selection process in question has not adhered to the standard set out in the Code of Practice. In such cases, publicjobs and the CPSA may make recommendations in order to prevent such issues from reoccurring in the future. The CPSA cannot instruct publicjobs to reverse a decision taken in the course of an appointment process. Any candidate wishing for an investigation into the decision taken regarding their application as part of a selection process should request a Review under Section 7, as outlined above. The complainant must outline the facts that they believe show that the process followed was wrong. The complainant must also identify the aspect of the Code they believe has been infringed and enclose any relevant documentation that may support the allegation. A complaint may be dismissed if the complainant cannot support their allegations by setting out how the publicjobs has fallen short of the principles of this Code. The Informal Complaint will consist of a desk-based examination of any available information in relation to the recruitment process. The outcome of the Informal Complaint will be communicated to the requester in writing. •

An Informal Complaint must be made within 5 working days of notification of the decision and will normally take place between the candidate and a representative of publicjobs who had played a key role in the administration of the selection process.

•

Where a candidate remains dissatisfied following any such informal communication, they may adopt the formal procedures set out below.

A Formal Complaint must be made within 5 working days of either the notification of the selection decision, or the notification of the outcome of the Informal Complaint. Any extension of these time limits will only be granted in the most exceptional circumstances and will be at the sole discretion of the Chief Executive. •

The candidate must address their concerns in relation to the process in writing to the Chief Executive (via email to [email protected], or in writing to Chief Executive Officer, publicjobs, Chapter House, 26/30 Abbey Street Upper, Dublin 1), outlining the facts that they believe show an action taken or decision reached was wrong.

•

The Formal Complaint will be investigated by a person who is completely independent of the selection process.

•

The outcome of the Formal Complaint must generally be notified to the candidate within 25 working days of receipt of the request for review. If the investigation does not produce a decision within this time, publicjobs must keep the candidate informed of the status of the review and the reasons for the delay.

For further information on the above Review and Complaint procedures please see the Code of Practice for Appointments to Positions in the Civil and Public Service which is available on the website of the Commission for Public Service Appointments, www.cpsa.ie Please note that where a formal review of a recruitment and selection process has taken place publicjobs

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CEO (Designate), BSA

under Section 7 of this Code of Practice, a complainant may not seek a further review of the same process under Section 8, other than in the most exceptional circumstances that will be determined by the Commission at its sole discretion. Requests for Feedback Feedback in relation to the selection process is available on written request. There are no specific timeframes set for the provision of feedback or for carrying out rechecks. Please note that the Review Process as set out in the Code of Practice is a separate process with specified timeframes that must be observed. Receipt of feedback is not required to invoke a review. It is not necessary for a candidate to compile a detailed case prior to invoking the review mechanism. The timeframe set out in the CPSA Code cannot be extended for any reason including the provision of feedback and/or the outcome of rechecks. Candidates' Obligations Candidates must not: • • • •

knowingly or recklessly provide false information canvass any person with or without inducements personate a candidate at any stage of the process interfere with or compromise the process in any way

It is important to remember that this is a competitive process for a role where integrity is paramount. Sharing information on the selection process e.g. through social media or any other means, may result in you being disqualified from the competition. A third party must not impersonate a candidate at any stage of the process. Please note that all assessment and test materials are subject to copyright and all rights are reserved. No part of the test material (including passages of information, questions or answer options), associated materials or interview(s) may be reproduced or transmitted in any form or by any means including electronic, mechanical, photocopying, photographing, recording, written or otherwise, at any stage. To do so is an offence and may result in you being excluded from the selection process. Any person who contravenes this provision, or who assists another person(s) in contravening this provision, is liable to prosecution and/or civil suit for loss of copyright and intellectual property. Contravention of the Code of Practice Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine or imprisonment. In addition, if a person found guilty of an offence was, or is a candidate at a recruitment process, •

they will be disqualified as a candidate and excluded from the process;

•

has been appointed to a post following the recruitment process, they will be removed from that post.

Use of Recording Equipment publicjobs does not allow the unsanctioned use of any type of recording equipment. This applies to any form of sound recording and any type of still picture or video recording, whether including sound recording or not, and covers any type of device used for these purposes. Any person wishing to use such equipment for any of these purposes must seek written permission in advance. This policy is in place to protect the privacy of staff and customers and the integrity of our assessment material and assessment processes. Unsanctioned use of recording equipment by any person is a breach of this policy. Any candidate involved in such a breach could be disqualified from the competition and could be subject to prosecution under section 55 of the Public Service Management (Recruitment & Appointments) Act, 2004. publicjobs

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CEO (Designate), BSA

In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: •

Where he/she has not been appointed to a post, he/she will be disqualified as a candidate, and

•

Where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.

General Data Protection Regulation (GDPR) The General Data Protection Regulation (GDPR) came into force on the 25th May 2018, replacing the existing data protection framework under the EU Data Protection Directive. When you register with publicjobs.ie or submit an application for a competition, we create a computer record in your name. Information submitted with a job application is used in processing your application. Where the services of a third party are used in processing your application, it may be required to provide them with information, however all necessary precautions will be taken to ensure the security of your data. If you are successful in the recruitment and selection competition, your application may be made available to the Human Resources section of the organisation to which you have been assigned. To make a request to access your personal data please submit your request by email to: [email protected] ensuring that you describe the records you seek in the greatest possible detail to enable us to identify the relevant record(s). Information in relation to a candidate’s personal data held by publicjobs are set out on the Data Protection page of www.publicjobs.ie. Protected Disclosures The publicjobs Protected Disclosures Policy (including Reporting Options for all those covered by the Policy) is available at publicjobs_Protected_Disclosures_Policy_2025_Final.pdf Canvassing Candidates should note that canvassing will disqualify and will result in their exclusion from the process. Other Elements of the selection process may be undertaken by other parties. In such circumstances it will be necessary for your information to be shared between publicjobs and these parties in order for your application to be processed.

publicjobs

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CEO (Designate), BSA

(Appendix 1): Key Competency Model and Performance Indicators for positions at this level Leadership & Strategic Direction: •

Leads the team, setting high standards, tackling any performance problems facilitating high performance

•

Facilitates an open exchange of ideas and fosters and atmosphere of open communication

•

Contributes to the shaping of Departmental / Government strategy and policy

•

Develops capability and capacity across the team through effective delegation

•

Develops a culture of learning & development, offering coaching and constructive / supportive feedback

•

Leads on preparing for and implementing significant change and reform

•

Anticipates and responds quickly to developments in the sector/ broader environment

•

Actively collaborates with other Departments, Organisations and Agencies

Judgement & Decision Making: •

Identifies and focuses on core issues when dealing with complex information/ situations

•

Assembles facts, manipulates verbal and numerical information and thinks through issues logically

•

Sees the relationships between issues and quickly grasp the high level and sociopolitical implications

•

Identifies coherent solutions to complex issues

•

Takes action, making decisions in a timely manner and having the courage to see them through

•

Makes sound and well-informed decisions, understanding their impact and implications

•

Strives to effectively balances the sectoral issues, political elements and the citizen impact in all decisions

Management & Delivery of Results: •

Initiates and takes personal responsibility for delivering results/ services in own area

•

Balances strategy and operational detail to meet business needs

•

Manages multiple agendas and tasks and reallocates resources to manage changes in focus

•

Makes optimum use of resources and implements performance measures to deliver on objectives

•

Ensures the optimal use of ICT and new delivery models

•

Critically reviews projects and activities to ensure their effectiveness and that they meet Organisational requirements

•

Instils the importance of efficiencies, value for money and meeting corporate governance requirements

•

Ensures team are focused and act on Business plans priorities, even when faced with Pressure

publicjobs

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CEO (Designate), BSA

Building Relationships & Communication: •

Speaks and writes in a clear, articulate and impactful manner

•

Actively listens, seeking to understand the perspective and position of others

•

Manages and resolves conflicts / disagreements in a positive & constructive manner

•

Works effectively within the political process, recognising & managing tensions arising

•

from different stakeholder’s perspectives

•

Persuades others; builds consensus, gains co-operation from others to obtain information and accomplish goals

•

Proactively engages with colleagues at all levels of the organisation and across other Departments / Organisations and builds strong professional networks

•

Makes opinions known when they feel it is right to do so

Specialist Knowledge, Expertise and Self Development: •

Develops and maintains skills and expertise across a number of areas that are relevant to their field and recognised by people internal and external to the Department / Organisation

•

Keeps up to date with key departmental, sectoral, national and international policies and economic, political and social trends that affect the role

•

Maintains a strong focus on self-development, seeking feedback and opportunities for Growth

Drive & Commitment to Public Service Values: •

Consistently strives to perform at a high level

•

Demonstrates personal commitment to the role, maintaining determination and persistence while maintains a sense of balance and perspective in relation to work issues

•

Contributes positively to the corporate agenda

•

Is personally trustworthy, honest and respectful, delivering on promises and commitments

•

Ensures the citizen is at the heart of all services provided

•

Is resilient, maintaining composure even in adverse or challenging situations

•

Promotes a culture that fosters the highest standards of ethics and integrity

publicjobs

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CEO (Designate), BSA

publicjobs, Chapter House, 26/30 Upper Abbey Street, Dublin |. Eircode: DO! C7W6. Phone: O! 858 7400 You can also keep up to date on publicjobs.ie and follow us on our social platforms: Nex od Q80 BuO poistphoibli publicjobs