Chief Information Officer (Assistant Secretary)

The closing date for this vacancy is 12/11/2026, 15:00

Vacancy ID

9882

Department/Authority

Department of Justice, Home Affairs and Migration

Department/Authority Website

https://www.gov.ie/en/department-of-justice-home-affairs-and-migration/

Working pattern

Full-Time

Advertising Date

23/10/2026

County

Dublin

Location

Dublin

Closing Date for Application

12/11/2026, 15:00

Contract

Permanent

Type of role

Civil Service

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

The Chief Information Officer (CIO) leads the Change, Technology and Innovation (CTI) Division in the Department of Justice, Home Affairs and Migration and is responsible for the successful delivery of the Department’s Digital Strategy. This includes oversight of enterprise ICT services across the Department and its shared service agencies, ensuring full alignment with Government-wide priorities such as Connecting Government 2030, the Public Service Data Strategy, Cybersecurity frameworks, and emerging EU digital and AI regulatory requirements

Main Duties of the Job

The Chief Information Officer will oversee a multi-disciplinary team to drive innovation, strengthen digital capabilities, and ensure technology enables the Department to meet current and future challenges

The CIO has end-to-end responsibility for driving digital transformation across the Department and its wider sectoral ecosystem. Working in close partnership with An Garda Síochána, the Courts Service, the Irish Prison Service and other key bodies, the role is central to delivering more integrated, data-driven and user-centric services, with a clear focus on improving access to justice, operational effectiveness and cross-agency collaboration.

The successful candidate will have:

• Excellent leadership and people management skills and a successful track record of leading teams and delivering results in a high-performing, fast paced digital environment. • Significant recent management experience at an appropriately senior level, including leading and managing technical/multidisciplinary teams driving significant ICT/digital enabled transformational change in a dynamic and complex environment. • Demonstrated success in building organisational digital capability and developing high-performing multidisciplinary digital professions. • A proven record of delivering innovation and business process change using leading-edge, large-scale ICT solutions to challenging deadlines. • Proven ICT leadership in delivering innovative and improved outcomes via online service delivery methods. • Ability to persuade and influence at a senior level, including Government, key Sectoral Stakeholders and Department Management Board. • Demonstrated capacity to provide strategic direction on digital and technology solutions, ensuring alignment with corporate priorities and identifying opportunities to improve services, enhance organisational capability and support the delivery of the Department’s strategic objectives. • A deep understanding of current information technology solutions and strategic trends. • Experience and proven ability to analyse and improve existing or planned business processes including by using technical solutions. • Experience of managing large-scale budgets, delivering returns on investments and managing relationships with external suppliers/partners. • Familiarity with or have the capacity to acquire quickly a good working knowledge of the Department’s wide range of responsibilities, strategic objectives and business requirements at sectoral, national and EU level. • A qualification at Level 8 on the NFQ major award (i.e. Honours degree), or higher, in a computing, computational discipline or other discipline relevant to this role is desirable.

Ideally, applicants will meet at least two of the following criteria at a senior level:

• Experience in more than one organisation • International experience (e.g. working abroad or significant engagement with international organisations and processes) • Experience outside the Civil Service; and • A variety of experience (e.g. policy, strategic planning and operational)

Information about the organisation

The Department of Justice, Home Affairs and Migration has overall responsibility for public policy at a national level in respect of criminal justice, public safety, civil and family law, national security, immigration issues including international protection processing and accommodation, cyber security and data protection policy. Its vision is for a safe, fair and inclusive Ireland achieved through the organisation’s values which are to operate in an open, collaborative and professional manner.

Selection Process Details

This is a Top-Level Appointments Committee (TLAC) position.

Further information on this significant opportunity including details on how to apply, is available on www.publicjobs.ie

The closing date for receipt of completed applications is 3pm on Thursday 12th November 2026.

If you feel you would benefit from a confidential discussion about this opportunity, please contact Karan Nesbitt 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.

TLAC 896 Information Booklet.pdf – 627KB Opens in a new window https://publicjobs.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-4/candidate/download_file_opp/9882/406178/1/0/2ad465156412ef0981013fe6739ef286c4239905

TLAC 896 - Chief Information Officer (Assistant Secretary) Location: Dublin Client: Department of Justice, Home Affairs & Migration Closing Date: 3pm Thursday 12th November 2026

publicjobs is committed to a policy of equal opportunity and encourage applications under all nine grounds of the Employment Equality Act. publicjobs is advertising this post and conducting the selection process including the post interview stage on behalf of the Top Level Appointments Committee 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: TLAC Recruitment Unit, publicjobs Email: [email protected] URL: www.publicjobs.ie

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Contents The Department ..................................................................................................................................... 4 The Role ................................................................................................................................................ 5 The Person ............................................................................................................................................ 8 Key Competencies for Effective Performance at Assistant Secretary Level: .......................................... 9 Benefits ............................................................................................................................................... 10 How to Apply ....................................................................................................................................... 11 Selection Process ................................................................................................................................ 12 Appendix A: Eligibility to Compete and Certain Restrictions on Eligibility ............................................. 16 Appendix B: Candidates with Disabilities ............................................................................................. 18 Appendix C: Benefits and Principal Conditions of Service.................................................................... 18 Appendix D: Expenses, Deemed Withdrawn, Confidentiality, GDPR and Protected Disclosures ......... 27 Appendix E: Candidates’ Obligations, Feedback, Review and Complaint Procedures ......................... 30

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Title of the position:

Chief Information Officer

Office:

Department of Justice, Home Affairs & Migration

Location:

Dublin

The Department The Department of Justice, Home Affairs and Migration has overall responsibility for public policy at a national level in respect of criminal justice, public safety, civil and family law, national security, immigration issues including international protection processing and accommodation, cyber security and data protection policy. Its vision is for a safe, fair and inclusive Ireland achieved through the organisation’s values which are to operate in an open, collaborative and professional manner. The Statement of Strategy 2025-2028 sets out six strategic goals: o o o o o o

Protecting our security Safe communities An effective and accessible justice system A fair and firm immigration system Increasing our influence in Europe People, systems and technology to deliver excellence

In 2026, the Department is responsible for over 4,600 people, with a budget of approx. €2.7 billion. It also sets the strategic direction for the wider Justice sector which comprises more than 27,000 people with an operating budget of over €6 billion. The Department is a diverse organisation with a gender pay gap in 2025 of 1.27% and 14.65% of staff reporting having a disability. There is increasing ethnic diversity, and a vibrant LGBT+ network. It also has an international reach, with more than 50 officers posted in 11 Irish embassies and missions across four continents, working on a broad range of immigration services and international policy issues. Ireland’s Presidency of the Council of the European Union in 2026 will involve officials in leading more than 20 Working Groups across both the Justice and Home Affairs, and the Telecommunications Ministerial Councils. Producing high quality and timely legislation to support and drive change is a key responsibility and the Department annually manages the largest volume of legislation drafted across Government. The following areas are included in the Department’s remit: Policing and national security, including cyber security; 4

o o o o o

Developing evidence-based policy in areas such as preventing and tackling crime, reducing reoffending, community safety, penal policy, immigration, access to justice; and data protection; Drafting civil and criminal legislation, transposing EU instruments; Providing a firm and fair immigration service; International protection processing and accommodation services; Leading whole of government action on a range of national strategies, including migration, youth justice, domestic, sexual and gender-based violence, and family justice.

Operating either directly or under its aegis, are some of the key institutions of the State – including An Garda Síochána, the Courts Service, the Irish Prison Service, the Probation Service, the National Cyber Security Centre and the Legal Aid Board. A number of oversight, inspection and regulatory bodies also come within the remit of the Department the Policing and Community Safety Authority, the Office of the Inspector of Prisons, Fiosrú (the Office of the Police Ombudsman) and Cuan (the Domestic, Sexual and Gender-Based Violence Agency). The Department leads on policy, strategic direction and budget negotiation across the justice sector. A range of other important functions are exercised by 26 bodies under the aegis of the Department. The Programme for Government committed to the transfer of responsibility for International Protection and Ukraine accommodation services, integration policy, cyber security policy and the National Cyber Security Centre to the Department of Justice and the establishment of the Department of Justice, Home Affairs and Migration. These commitments were completed in 2025. The Department’s headquarters are currently located on St Stephen’s Green, Dublin 2. Further details about its work may be found on its website: www.gov.ie/justice/ .

The Role The Chief Information Officer (CIO) leads the Change, Technology and Innovation (CTI) Division in the Department of Justice, Home Affairs and Migration and is responsible for the successful delivery of the Department’s Digital Strategy. This includes oversight of enterprise ICT services across the Department and its shared service agencies, ensuring full alignment with Government-wide priorities such as Connecting Government 2030, the Public Service Data Strategy, Cybersecurity frameworks, and emerging EU digital and AI regulatory requirements. The Chief Information Officer will oversee a multi-disciplinary team to drive innovation, strengthen digital capabilities, and ensure technology enables the Department to meet current and future challenges The CIO has end-to-end responsibility for driving digital transformation across the Department and its 5

wider sectoral ecosystem. Working in close partnership with An Garda Síochána, the Courts Service, the Irish Prison Service and other key bodies, the role is central to delivering more integrated, data-driven and user-centric services, with a clear focus on improving access to justice, operational effectiveness and cross-agency collaboration. A core priority of the role is to lead and embed business change alongside technology adoption, ensuring that investment in digital capabilities delivers measurable outcomes. These include improved service accessibility, reduced processing times, enhanced data sharing and decision-making, and more efficient internal operations. Particular emphasis is placed on transforming immigration services through the delivery of scalable, secure and user-focused digital platforms capable of supporting high-volume application processing. This includes advancing integrated identity management capabilities and expanding end-to-end digital and self-service channels, with measurable improvements in user experience, turnaround times and service resilience. The CIO also oversees major transformation programmes, including modernising Immigration Service Delivery and International Protection Office systems, and developing the Criminal Justice Operational Hub to improve coordination, data sharing, and real-time decision-making across the justice sector. The Chief Information Officer will lead the Department’s adoption of Artificial Intelligence and emerging technologies, identifying both opportunities and risks. They will define and deliver a clear strategic roadmap, supported by robust governance frameworks, to enable the effective, secure, and responsible integration of innovation across the organisation. The Chief Information Officer will oversee a multi-disciplinary team of approximately 140 staff supported by additional contractors located in Dublin, providing shared services to more than 4,000 users. Reporting to the Deputy Secretary General, Civil Justice and Operations, the successful candidate will be a member of the Management Board and will be the primary person to engage with the Minister and Minister of State on matters in the following areas: Management and Delivery of Services In collaboration with Department and Agencies across the Justice Sector, the Chief Information Officer will: •

• •

Serve as a trusted strategic advisor to the Department and the broader Justice sector, shaping direction on critical ICT priorities including cyber security, data, and digital transformation programmes. Own and drive the Department’s digital transformation agenda, leading its successful delivery. Lead on the Department’s cyber security strategy, ensuring robust governance, resilience, and compliance with EU directives such as NIS2, while strengthening risk management, incident response, and operational security capabilities. 6

• •

•

• •

•

Champion innovation in digital service delivery, leading the development and execution of forward-looking ICT and digital policies. Act as a key ambassador for the Justice sector, representing its interests at national and international levels, including across the EU, in advancing public service ICT objectives and digital Government. Provide strong stewardship of ICT investment, overseeing the Department’s CTI capital and current budgets while proactively identifying and securing resources to enable major transformation initiatives. Lead the adoption and integration of modern and innovative technologies, ensuring they effectively support and enhance the Department’s operating model. Drive measurable improvements in efficiency and effectiveness across CTI delivery and administration, delivering better outcomes for citizens, businesses, and public servants throughout the Justice sector. Lead the development of ICT and digital capability across the Department and wider Justice sector

Technology Management • • • • •

Lead complex, large-scale procurement initiatives for ICT and digital services ensuring strategic alignment and value for money. Establish clear governance and standards for the acquisition and deployment of technology and applications, ensuring consistency, control, and alignment with organisational priorities. Optimise the use of technology resources—including software, hardware, and workforce capabilities—to maximise value and deliver strong returns on investment. Provide strategic insight to the Management Board through robust analysis of ICT costs, value, and risks, enabling informed decision-making and timely, effective action. Lead the development and implementation of enterprise data governance arrangements, ensuring high standards of data quality, stewardship, interoperability, ethics and compliance across the Justice sector.

Stakeholder Management •

•

• • •

•

Build and sustain strong, strategic relationships with internal and external stakeholders, enabling a deep understanding of current and emerging business needs across the Department and wider Justice sector. Foster effective collaboration across the Justice sector and with key Government partners, promoting the development of integrated ICT and digital solutions spanning the Department of Justice, the Justice Sector and the broader Public Service. Partner with OGCIO to drive Government’s digital transformation agenda and translate national digital, data and AI priorities into tangible organisational and citizen outcomes. Drive a strong focus on maximising business value through technology, working in close partnership with business units, including leading the transition from legacy systems to modern platforms. Leverage international best practice and emerging trends, building global linkages to inform and strengthen the use of technology and digital services in Government ICT systems, particularly within the Justice domain. Represent the Department of Justice at key national and international ICT forums, positioning the organisation as a leader in digital and technology innovation. 7

•

Actively contribute to cross-Government CIO networks, digital leadership forums and collaborative initiatives that support the implementation of national digital strategies and common public service priorities.

The Person The successful candidate will have: • • • • • • • • • • • •

Excellent leadership and people management skills and a successful track record of leading teams and delivering results in a high-performing, fast paced digital environment. Significant recent management experience at an appropriately senior level, including leading and managing technical/multidisciplinary teams driving significant ICT/digital enabled transformational change in a dynamic and complex environment. Demonstrated success in building organisational digital capability and developing highperforming multidisciplinary digital professions. A proven record of delivering innovation and business process change using leading-edge, largescale ICT solutions to challenging deadlines. Proven ICT leadership in delivering innovative and improved outcomes via online service delivery methods. Ability to persuade and influence at a senior level, including Government, key Sectoral Stakeholders and Department Management Board. Demonstrated capacity to provide strategic direction on digital and technology solutions, ensuring alignment with corporate priorities and identifying opportunities to improve services, enhance organisational capability and support the delivery of the Department’s strategic objectives. A deep understanding of current information technology solutions and strategic trends. Experience and proven ability to analyse and improve existing or planned business processes including by using technical solutions. Experience of managing large-scale budgets, delivering returns on investments and managing relationships with external suppliers/partners. Familiarity with or have the capacity to acquire quickly a good working knowledge of the Department’s wide range of responsibilities, strategic objectives and business requirements at sectoral, national and EU level. A qualification at Level 8 on the NFQ major award (i.e. Honours degree), or higher, in a computing, computational discipline or other discipline relevant to this role is desirable.

Ideally, applicants will meet at least two of the following criteria at a senior level: a) Experience in more than one organisation b) International experience (e.g. working abroad or significant engagement with international organisations and processes) c) Experience outside the Civil Service; and d) A variety of experience (e.g. policy, strategic planning and operational)

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Key Competencies for effective performance at Assistant Secretary are being utilised for this competition: The attention of candidates is drawn to the key competencies that have been developed for use by the Top-Level Appointments Committee (TLAC) for Assistant Secretary Posts. The competency model reflects the changing and more complex environment in which those at Assistant Secretary level operate, with fewer resources, pressure for delivery of results, increased media and public scrutiny and an ambitious public service reform programme.

“Public Service Values” underpin four key competency areas, two of which have sub-elements. Each of the key competencies are supported by a list of key performance indicators set out in the ‘Information Note’ available in the Advice Centre on publicjobs.ie Assistant Secretary Competencies. From time to time there may be a reassignment of Assistant Secretary responsibilities and the person appointed therefore should be able to demonstrate that they have or can acquire quickly the capacity to deal with all aspects of the work of the Service at Assistant Secretary level and as a member of the Senior Management Team to contribute actively to the overall leadership of the organisation. The appointee may also be assigned to manage service wide projects outside his/her area of responsibility. Ideally, applicants will meet at least two of the following criteria at a senior level: (a) Experience in more than one organization, (b) International experience (e.g. working abroad or significant engagement with international organisations and processes), (c) Experience outside the Civil Service, (d) A variety of experience (e.g. policy, strategic planning and operational). 9

Eligibility to compete and certain restrictions on eligibility are located in Appendix A. To qualify candidates must be eligible by the date of any job offer. 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 of pension in respect of service in any Public Service employment. Benefits As well as a rewarding and challenging career, some of the benefits of this role in the Civil Service are: Salary The current Personal Pension Contribution (PPC) salary rate for Assistant Secretary, effective from 1st June 2026, is: €171,517

€179,312

€187,760

€196,205

The PPC pay rate applies when the appointee is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or Additional Superannuation Contribution (ASC). A different, non-PPC salary rate, will apply where the appointee is not required to make a Personal Pension Contribution in accordance with the rules of their main/personal superannuation scheme. An appointee assigned a non-PPC rate will still be liable for contributions in respect of membership of a Spouses’ and Children’s scheme, and the Additional Superannuation Contribution (ASC). Candidates should note that the rate of remuneration may be adjusted from time to time in line with Government pay policy. Location Dublin Annual Leave 30 working days The Principal Conditions of Service for this competition can be found in Appendix C.

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How to Apply Applications must be made by submitting an on-line application through www.publicjobs.ie and attaching the following documents: •

A comprehensive CV, including an organisation chart (See Senior Executive CV Guidance note here)

•

A short cover letter/ personal statement (i.e. no more than 2 pages) outlining why you wish to be considered for the post and where you believe your skills, experience and values meet the requirements of the position.

•

Key Achievements form

Please find template application in the Competition advert on publicjobs.ie Please use this form to compile the required elements of your application into a single document to be attached to your online application form.

During the online application process candidates will be asked to complete a form outlining their key achievements in each of the competency areas. 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 Information Officer, Department of Justice, Home Affairs & Migration - on the jobs board on www.publicjobs.ie and click on “Apply”. This time, you should select the “Login” option in the 11

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. Closing Date: 3pm Thursday 12th November 2026 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);

•

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, will be conducted by the Top Level Appointments Committee (TLAC).

An overview of the selection process for candidates is available here Please note interviews may take place virtually. 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 of vacancy updates. You can view any previous messages received in relation to your application by selecting Review Communications under the vacancy title in the right-hand menu of your Application Centre. Please note that communications will be sent via email or direct messaging within your Application Centre, and not SMS. It important that you regularly check your email and Application Centre for updates from publicjobs on any active vacancy. We endeavour to give as much notice as possible for interview dates etc., candidates should make themselves available on the date(s) specified by publicjobs. 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 12

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. It is important to be aware that candidates must let publicjobs know of any extenuating circumstances prior to or during the particular stage of the selection process. Any documentary evidence must be supplied within 5 working days. Please note that submission of such document(s) is not a guarantee that the circumstances outlined will alter the decision/outcome. A candidate who undertakes any part of the selection process and who subsequently claims extenuating circumstances should note that this will not be considered. Examples of possible extenuating circumstances include hospitalisation or bereavement. The onus is on candidates to ensure that they perform to the best of their ability. Therefore, issues such as tiredness, nerves, travel to tests/interviews or expected results/performance not achieved, are not considered extenuating circumstances. If you have a disability or need reasonable accommodations made during the selection process, we strongly encourage you to share this with us so that we can ensure you get the support you need please see Appendix B for further details. 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, the Public Appointments Service may decide that a smaller number will be called to the next stage of the selection process. In this respect, the Public Appointments Service 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 13

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 that we might consult (2 names and contact details). 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 that 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 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 clearance processes 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 Karan Nesbitt by email at [email protected] Candidates should note that canvassing will disqualify.

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Appendices Appendix A: Eligibility to Compete and Certain Restrictions on Eligibility Appendix B: Candidates with Disabilities Appendix C: Benefits and Principal Conditions of Service Appendix D: Expenses, Deemed withdrawn, Confidentiality, GDPR and Protected Disclosures Appendix E: Feedback, Review and Complaint Procedures

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Appendix A: Eligibility to Compete and Certain Restrictions on Eligibility Citizenship Requirements Eligible candidates must 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 has a Stamp 41 permission: or Stamp 5 permission To qualify candidates must be eligible by the date of any job offer. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation 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, Infrastructure, Public Service Reform and Digitalisation 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 noneligibility). 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. 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

1

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

equivalent.

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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. People who availed of the VER are not eligible to compete in this competition. People who availed of VRS and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility). 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. 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.

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Appendix B: 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 Hiring 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/Application 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 18

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.

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Appendix C: Benefits and Principal Conditions of Service As an Employer of Choice the Civil Service has many flexible and family friendly policies e.g. Worksharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis) etc. All elective policies can be applied for in accordance with the relevant statutory provisions and are subject to the business needs of the organisation. Principal Conditions of Service General The appointment is subject to the Civil Service Regulations Acts 1956 to 2005 and the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service and the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation. Salary The current Personal Pension Contribution (PPC) salary for Assistant Secretary, effective from 1st June 2026, is: €171,517

€179,312

€187,760

€196,205

The PPC pay rate applies when the appointee is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or Additional Superannuation Contribution (ASC). A different, non-PPC salary rate, will apply where the appointee is not required to make a Personal Pension Contribution in accordance with the rules of their main/personal superannuation scheme. An appointee assigned a non-PPC rate will still be liable for contributions in respect of membership of a Spouses’ and Children’s scheme, and the Additional Superannuation Contribution (ASC). Important Note Candidates should note that entry will be at the minimum of the scale and the rate of remuneration, including incremental progression, will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in 20

accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of 12 months from the date specified on the contract. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) Have performed in a satisfactory manner, (ii) Have been satisfactory in general conduct, and (iii) Are suitable from the point of view of health with particular regard to sick leave. Prior to the completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956–2005. This decision will be based on your performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to you by your Department/Office, and you will be given a copy of the Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation guidelines on probation. Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. In the following circumstances your contract may be extended, and your probation period suspended: •

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

•

In relation to an employee absent on Parental Leave or Carers Leave, the employer may require probation to be suspended if the absence is not considered to be consistent with the continuation of the probation, and

•

Any other statutory provision providing that probation shall (i)

stand suspended during an employee’s absence from work, and

(ii)

be completed by the employee on the employees return from work after such absence.

Where probation is suspended, the employer should notify the employee of the circumstances relating to the suspension. All appointees will serve a one-year probationary period. If an appointee who fails to satisfy the conditions of probation has been a serving civil servant immediately prior to their appointment from this 21

competition, the issue of reversion will normally arise. In the event of reversion, an officer will return to a vacancy in their former grade in their former Department.

Unfair Dismissals Acts 1977-2015 The Unfair Dismissals Acts 1977–2015 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed. Location The position is based Dublin. When absent from home and headquarters on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Senior Public Service The appointee will become a member of the Senior Public Service (SPS). As a member of the SPS, the appointee will have access to tailored learning and development initiatives, Executive Coaching, networking events and the Executive Leadership programme.

Functions, Powers and Duties The appointee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict in any way with the position of Assistant Secretary. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Hours of attendance Hours of attendance will be fixed from time to time but will amount to not less than 41 hours 15 minutes gross per week or 35 hours net per week. Candidates should note that hours of attendance may be adjusted from time to time in line with Government policy. No additional payment will be made for extra attendance (over and above 41.25 hours gross) as the rate of remuneration payable covers any exceptional extra attendance liability that may arise from time to time. Annual Leave In addition to the usual public holidays the annual leave for this position is 30 working days. 22

Sick Leave Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply in accordance with the provisions of the sick leave circulars. Officers paying Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts direct to their Department/Office. Payment during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social Protection within the required time limits. Superannuation and Retirement The successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Civil or Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie. Key provisions attaching to membership of the Single Scheme are as follows: •

Pensionable Age: The minimum age at which pension is payable is the same as the age of eligibility for the State Pension, currently 66.

•

Retirement Age: Scheme members must retire on reaching the age of 70.

•

Career average earnings are used to calculate benefits (a pension and lump sum amount accrue each year and are up-rated each year by reference to CPI).

•

Post retirement pension increases are linked to CPI.

Where the appointee has worked in a pensionable public service job prior to 1 January 2013 as a member of a pre-existing public service pension scheme, and any subsequent breaks in public service employment have been less than 26 weeks, they may be entitled to membership of the relevant preexisting public service pension scheme in operation in the Civil Service. 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 for any appointee who has acquired pension rights in a previous public service employment.

23

Additional Superannuation Contribution (ASC) This appointment is subject to the Additional Superannuation Contribution (ASC) in accordance with Part 4 of the Public Service Pay and Pensions Act 2017. Note: ASC is payable in addition to those contributions payable in respect of membership of your pension scheme. Pension Abatement If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her 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 will support an application for an abatement waiver in respect of appointments to this position. However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition)the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible. 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 Please note any person who previously retired on ill health grounds under the terms of a superannuation 24

scheme are required to declare, at the initial application phase, that they are in receipt of such a pension to the organisation administering the recruitment competition. Applicants will be required to attend the CMO’s office to assess their ability to provide regular and effective service taking account of the condition which qualified them for IHR. Appointment post ill-health retirement from Civil Service If successful in their application through the competition, the applicant should to be aware of the following: 1. If deemed fit to provide regular and effective service and assigned to a post, their civil service ill-health pension ceases. 2. If the applicant subsequently fails to complete probation or decides to leave their assigned post, there can be no reversion to the civil service IHR status, nor reinstatement of the civil service IHR pension, that existed prior to the application nor is there an entitlement to same. 3. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Appointment post ill-health retirement from Public Service 1. Where an individual has retired from a public service body his/her ill-health pension from that employment may be subject to review in accordance with the rules of ill-health retirement under that scheme. 2. If an applicant is successful, on appointment the applicant will be required to declare whether they are in receipt of a public service pension (ill-health or otherwise) and their public service pension may be subject to abatement. 3. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS) upon appointment if they have had a break in pensionable public/civil service of more than 26 weeks. Please note more detailed information in relation to pension implications for those in receipt of a civil or public service ill-health pension is available via this link or upon request to PAS.

Important notes: 1. Pre-existing pension scheme terms may vary between public service bodies. On appointment to a new role with a new employer, the appointee will be subject to the pension terms applicable in the new body with which they are employed. In the event that the appointee is an existing civil/public servant, they should make themselves aware of any potential pension implications arising from moving employment. In this regard, it is also important to note that appointment to a position on a fixed term basis may have implications for pension terms and/or PRSI classification. 2. The pension entitlements of the appointee will be established in the context of their public service 25

employment history, in accordance with the relevant legislation and pension scheme rules applicable to the body.

In addition, an appointee’s compulsory retirement age will be determined with reference to their prior public service employment history, including date of first taking up public service employment and any subsequent breaks in service, and the scheme they become a member of for this appointment. Further information is available here: https://www.publicservicepensions.gov.ie/en/

Secrecy, Confidentiality and Standards of Behaviour: Official Secrecy and Integrity: During the term of the probationary contract, an officer will be subject to the Provisions of the Official Secrets Act, 1963, as amended by the Freedom of Information Act 2014. The officer will agree not to disclose to unauthorised third parties any confidential information either during or subsequent to the period of employment. Civil Service Code of Standards and Behaviour: The appointee will be subject to the Civil Service Code of Standards and Behaviour. Ethics in Public Office Acts: The Ethics in Public Office Acts will apply, where appropriate, to this appointment. Prior approval of publications: An officer will agree not to publish material related to his or her official duties without prior approval by the Head of the Department/Organisation or by another appropriate authorised officer. Political Activity: During the term of employment, the officer will be subject to the rules governing public servants and politics. IMPORTANT NOTICE The above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment.

26

Appendix D: Expenses, Deemed Withdrawn, Confidentiality, GDPR and Protected Disclosures publicjobs and TLAC 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 the 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 by TLAC. 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, TLAC may at its discretion, select and recommend another person for appointment on the results of this selection process. The Importance of Confidentiality Subject to the provisions of the Freedom of Information Acts, 2014, applications will be treated in strict confidence. All enquires, applications and all aspects of the proceedings are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in that aspect of the process. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. 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 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.

27

Use of Recording Equipment Publicjobs does not allow the unsanctioned use of any type of recording equipment on its premises. 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. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: •

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

•

Where she/he has been appointed subsequently to the recruitment process in question, she/he 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 the publicjobs are set out on the Data Protection page of www.publicjobs.ie. The Data Protection Act 2018 provides that the processing of personal data shall be lawful where such processing is necessary for the performance of a statutory function of a controller. publicjobs is mandated by statute under the Public Service Management (Recruitment and Appointments) Act, 2004 to act as the centralised assessment and selection body for the civil service and to carry out all the procedures necessary to undertake the recruitment, assessment and selection of suitable candidates for 28

appointment. By submitting your personal data (including your name, address, contact details and details of your education and work history contained in your curriculum vitae and cover letter) via publicjobs.ie, you acknowledge that such data may be used by publicjobs and disclosed to and used by client departments, in connection with its statutory roles to assist and advise relevant Ministers in relation to appointments. The information contained in your publicjobs profile is yours to manage, amend, update or delete as appropriate. For more detailed information on our Data Protection Policy, please see our Code of Practice for the Protection of Personal Data in the Public Appointments Service. Protected Disclosures The publicjobs Protected Disclosures Policy (including Reporting Options for all those covered by the Policy) is available at: https://www.publicjobs.ie/documents/Public_Appointments_Service_Protected_Disclosures_Po licy_2023.pdf

Candidates should note that canvassing will disqualify.

29

Appendix E: Candidates’ Obligations, Feedback, Review and Complaint Procedures Candidates' Obligations 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,

•

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

Candidates in the recruitment process must not: •

knowingly or recklessly provide false information,

•

canvass any person with or without inducements,

•

interfere with or compromise the process in any way.

A third party must not impersonate a candidate at any stage of the process. Contravention 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; If a person found guilty of an offence and has been appointed to a post following the recruitment process, they will be removed from that post. Requests for Feedback Feedback in relation to the selection process is available on request. There are no specific timeframes set for the provision of feedback. 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 30

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. 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 the Public Appointments Service (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 the publicjobs who had played a key role in the administration of the selection process. 31

•

Where a candidate remains dissatisfied following any such informal discussion, he/she 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 his/her concerns in relation to the process in writing to the Chief Executive (via email to [email protected], or in writing to Chief Executive Officer, Public Appointments Service, 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 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 again 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 they the complainant cannot support their allegations by setting out how the Public Appointments Service has fallen short of the principles of this Code. 32

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 the publicjobs who had played a key role in the administration of the selection process.

•

Where a candidate remains dissatisfied following any such informal discussion, he/she 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 of circumstances and will be at the sole discretion of the Chief Executive. •

The candidate must address his/her concerns in relation to the process in writing to the Chief Executive (via email to [email protected], or in writing to Chief Executive Officer, Public Appointments Service, 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, Public Jobs 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.

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o. poistphoibli ORO Publicjobs publicjobs, Chapter House, 26/30 Upper Abbey Street, Dublin |. Eircode: DOI C7W6. Phone: OI 858 7400 You can also keep up to date on publicjobs.ie and follow us on our social platforms: Nnexoad

Senior_Executive_CV_Guidance.pdf – 163KB Opens in a new window https://publicjobs.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-4/candidate/download_file_opp/9882/105944/1/0/40014e2eaa94fd7576fa82a20b237b6dd4f298ca

Guidance Note on the Curriculum Vitae for Senior Executive Recruitment Campaigns

Your CV should be no longer than 3 pages in length and should clearly state your relevant achievements and experience in your career to date. A sample CV is attached below for reference. Please note this is only a guidance note and does not intend to prescribe what format is required.

An expert board will examine the CV’s and assess them against the requirements of the position.

It is therefore in your own interest to ensure your CV clearly and

accurately reflects your track record of achievement in areas such as people, change and budget management as well as your track record in delivering on key strategic projects.

Your career history is best presented in reverse chronological order so that the most recent roles appear first. Please ensure you cover the last 10-15 years work experience or last 3 or 4 roles in some level of detail depending on what you have done. For each position, please ensure you clearly indicate your Management Level, the Budget you were responsible for and the Number of Staff reporting to you. You are also asked to include an indication of your salary level. Positions held more than 15 years ago require only a summary description.

Education Details: Please specify status of award if not complete. Should you come under consideration for appointment, you may be required to provide evidence of any qualifications awarded.

At the end you may want to briefly note other achievements that you feel may be relevant to the particular role, for example - other roles you may hold (e.g. Board Member);

Key

Presentations;

Language

Skills

(including

level

of

fluency);

Industry/sectoral recognitions; Publications etc. A short guidance note on presenting a current / recent Organisation chart is also included.

Public Appointments Service

Senior Executive Recruitment

1

Sample Curriculum Vitae Layout for Senior Executive Recruitment Campaigns

Name: Contact details: ie Address, Telephone (landline & mobile) & email eddress

Career History Current Position: x

Key Accountabilities

x

Key Achievements

x

Budget Responsibility

x

Number of Staff

Previous Position 1: x

Key Accountabilities

x

Key Achievements

x

Budget Responsibility

x

Number of Staff

Job Title

Company

Dates: from-to

Salary

Job Title

Company

Dates: from-to

Salary

Education Details: x

Institution

Award (e.g. BA, MBA etc)

Subject

Year Awarded

x

………….

………

…………

……………….

Other Training: x

Subject

Training Body

Year Completed

x

……………………………..

…………………………….

……………….

Professional Memberships etc: x

Level of Membership

Professional Body / Association

x

……………………….

……………………………

Additional Information: x

……………………………..…………………………………………….

Public Appointments Service

Senior Executive Recruitment

2

Guidance Note on the Organisation Chart for Senior Executive Recruitment Campaigns We would appreciate it if you would forward a copy of an organisation chart indicating your current (or most recent) position within the Senior Management team in your organisation/company. There is no fixed requirement here in terms of format, and we will accept whatever format is convenient for yourself (e.g. an existing published chart from your organisations website/annual report), but we would emphasise that the selection panel have requested this to help them understand your level within your current / most recent organisation and your positioning relative to other senior managers. If you are within a complex organisational / business structure, please do your best to communicate your position within the reporting structure / Business / overall organisational structure. If you do not have access to a corporate chart you may find the template below useful. It you are independent or have not been part of an organisation recently, a chart is not necessary. Sample Organisation Chart Template Public Appointments Service Senior Executive Recruitment