Occupational Physician Civil Service Occupational Health Department Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation

The closing date for this vacancy is 29/10/2026, 15:00

Vacancy ID

9241

Department/Authority

Department of Public Expenditure, Infrastructure, Public Service Reform and Digitalisation

Department/Authority Website

https://www.gov.ie/en/department-of-public-expenditure-infrastructure-public-service-reform-and-digitalisation/

Working pattern

Full-Time

Advertising Date

02/10/2026

County

Dublin

Location

Dublin

Closing Date for Application

29/10/2026, 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 Civil Service Occupational Health Department (CSOHD) is now seeking a dedicated Occupational Physician to join their dynamic and friendly team. The role offers a range of benefits including access to numerous paid Learning and Development supports, dedicated time off to meet externally accredited Continuing Medical Education (CME) requirements relevant to the role. It also offers other benefits such as access to the public sector pension scheme, cycle to work scheme and work life balance.

The successful candidate will be based in a modern, purpose-built clinic in the vibrant area of Smithfield, Dublin City which is accessible by excellent transport links.

Main Duties of the Job

This permanent position presents an excellent opportunity for an accomplished professional with the relevant skills and experience to play an integral role in the provision of a progressive occupational health service which supports civil servants, prison officers, and state industrial and defence employees.

Please see Candidate Information Booklet for full details of the role including specific eligibility requirements.

If you feel you would benefit from a confidential discussion about any aspect of this significant opportunity, please contact Dr. Tom Donnelly DCMO by email at [email protected] or by telephone 01-6045341. Candidates should note that canvassing will disqualify.

Applications will not be accepted after the closing date.

Information about the organisation

The CSOHD is a specialised business unit within the Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation (DPER). It is accredited by Safe Effective Quality Occupational Health Service (SEQOHS), which is the international quality standard in Occupational Health.

The CSOHD comprises a dedicated team of healthcare professionals and administration staff committed to promoting the occupational health of 53,000 Civil Service employees across 56 government Departments and Offices including Prisons and other selected public sector employees.

Recruitment for this role is managed by publicjobs.

Occupational Physician in the CSOHD_DPER_Information booklet_9241_1.pdf – 808KB Opens in a new window https://publicjobs.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-4/candidate/download_file_opp/9241/406178/1/0/6ae6d03fb5f14b281f889f716fb85c2966c7a748

Occupational Physician Civil Service Occupational Health Department Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation Closing Date: 3pm on Thursday 29 th October 202 6

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Open competition for appointment as:

Occupational Physician Civil Service Occupational Health Department Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation

Vacancy ID: 9241

Contact: [email protected] Recruitment and Selection Email: [email protected] URL: www.publicjobs.ie publicjobs is committed to a policy of equal opportunity and encourage applications under all nine grounds of the employment equality act. publicjobs will run this competition 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) and available on www.cpsa.ie.

publicjobs refers to Public Appointments Service established under the Public Service Management (Recruitment and Appointments) Act 2004-2013

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TABLE OF CONTENTS The Civil Service Occupational Health Department................................................................................ 4 The Role ................................................................................................................................................ 5 Entry Requirements ............................................................................................................................... 8 Eligibility to Compete and Certain Restrictions on Eligibility ................................................................. 10 Principal Conditions of Service ............................................................................................................ 11 Competition Process............................................................................................................................ 16 Closing Date ........................................................................................................................................ 17 Selection Process ................................................................................................................................ 17 Candidates with Disabilities ................................................................................................................. 19 Review and Complaint Procedures ...................................................................................................... 19 General Competition Information ......................................................................................................... 21

3 Occupational Physician, Civil Service Occupational Health Department

Occupational Physician Civil Service Occupational Health Department Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation The Civil Service Occupational Health Department (CSOHD) The Civil Service Occupational Health Department (CSOHD) is a specialised business unit within the Department of Public Expenditure, Infrastructure, Public Service Reform & Digitalisation (DPER). The CSOHD is accredited by Safe Effective Quality Occupational Health Service (SEQOHS), which is the international quality standard in Occupational Health. The CSOHD is made up of a dedicated team of healthcare professionals and administration staff committed to promoting the occupational health of civil servants across Ireland. With a skilled complement of a Chief Medical Officer (CMO), Deputy Chief Medical Officer (DCMO), two Occupational Physicians, three experienced Occupational Health nurses and six administrative staff, the unit delivers expert occupational health services nationally. The Office is currently structured into three divisions, each with its Occupational Physician and Occupational Health Nurse. These each have their own assigned departments / offices to allow for case continuity. Clinical staff cover referrals in other divisions depending on demand or if other clinical staff are on leave. The CSOHD is undergoing a significant process change with the introduction of a new dedicated occupational health ICT system in early 2027 which will enable it to offer a better service. The CSOHD is responsible for providing the following services to approximately 53,000 employees across 56 government departments / offices and 14 prisons and other selected public sector workplaces: • Review and workplace rehabilitation of employees with health problems • Statutory health surveillance programmes e.g. audiology • Statutory occupational immunisation programmes e.g. Hepatitis B • Occupational Health Promotion Screening onsite • Ill Health Retirement & Critical Illness Pay Assessments • Advice to publicjobs regarding pre-placement health assessments • Medical advice on promotion /higher duty allowances within the Civil Service See www.cmo.gov.ie for more information. Opportunity The CSOHD is now looking for a dedicated Occupational Physician to join their dynamic and friendly team in their modern purpose-built clinic in Smithfield, Dublin. This permanent position offers the opportunity to take up an important role in the provision of an occupational health service supporting civil servants, prison officers, and state industrial and defence employees. Occupational Physicians are covered by state indemnity and fully supported for Irish Medical Councils registration fee and Occupational Medicine Continuing Professional Development/Professional Competence Assurance.

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The Role Reporting to the Civil & Public Service CMO, or another doctor nominated by the CMO, the Occupational Physician is responsible for the provision/clinical governance of occupational health services within their designated departments/offices. Whilst mainly focussing on clinical work, the Occupational Physician role also involves assisting occupational health practice management, training of new staff and the development of the service. Principal Duties and Responsibilities of the Role will include: • Independent medical assessment of fitness for work of employees on sick leave. This involves giving clear and unambiguous medical advice to management on medical fitness for work. This involves doctor medical assessment and relevant physical / mental health examination as set out in the CSOHD current 2026 Case Management and Clinical Governance Policy. • Independent medical assessment/examination of applications for Critical Illness Pay, Ill Health Retirement, Occupational Injuries and employees seeking complex workplace accommodations. • Clinical governance / management oversight of nurse led health surveillance, immunisation, preemployment medical programmes and nurse telephone case management. • Assisting the CMO with occupational health practice management with tasks which can include medical record release, annual reports/ clinical audits/ maintenance of SEQOHS medical accreditation standard, CSOHD policies & publications. • Advising management on occupational health issues including Health & Safety Legislation, Employment Equality & Disability Acts. • Conducting nurse appraisals as part of PMDS. • Assisting with the training and mentoring of new clinical staff, including acting as a SpR trainer if on Specialist Register. • Establishing and maintaining effective working relationships and positive communications with internal colleagues and stakeholders across the Civil & Public Service. • Taking initiative and assuming responsibility for addressing challenging tasks and situations. Please note: The above is a general guide to the principal duties and responsibilities of the role and is not an exhaustive description. Other duties and responsibilities appropriate to the role may also be assigned from time to time. Key Working Relationships Within the organisation: • Civil & Public Service CMO & other medical / nursing staff within office • DPER • Human Resource Sections in Civil Service & Prison Service • State Claims Agency • Chief State Solicitors Office • publicjobs Outside the organisation: • Treating General Practitioners & Hospital Specialists • The Occupational Medicine Profession within Ireland • Faculty of Occupational Medicine • Royal College of Physicians in Ireland • Irish Society of Occupational Medicine • Union of European Medical Specialists

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Office Location and Vacancy The position is based in the CSOHD’s modern purpose-built Occupational Health centre in Smithfield, Dublin 7. There is currently one vacancy, however, candidates who are successful in this competition will be placed on a panel, in an order of merit. Future vacancies which may arise may also be filled from this panel. It is not expected that appointments will be made from this panel after June 2028. Working Environment The CSOHD operates regular office hours Monday to Friday. This is a full-time post. The office currently conducts periodic offsite half day immunisation clinics. The successful candidate may be required to travel to these nurse led clinics which are currently held in the Leinster region. Out of hours work and overnight stays will not be required. Travel and Subsistence will be paid in line with current government policy. Upon commencement, the successful candidate will agree a work schedule in consultation with the CMO. Training and Development The CSOHD is a recognised training site in Occupational Medicine, recognised by the Faculty of Occupational Medicine, RCPI. The successful candidate will be expected, subject to properly discharging the functions of the post, to stay up to date with current occupational medicine practice. This includes actively participating in ongoing training and development opportunities and maintaining full registration and professional competence in line with current Medical Council standards. The CSOHD will pay for dedicated time off to meet externally accredited Continuing Medical Education (CME) requirements in Occupational Medicine (currently 20 hours per annum). Study leave for further qualifications in Occupational Medicine will be facilitated as per Civil Service study leave guidelines. In addition, where relevant to work, there will be opportunities to attend accredited national and international occupational medical training and education. Occupational Physicians in the CSOHD are encouraged to actively participate in the Faculty of Occupational Medicine RCPI & the Irish Society of Occupational Medicine. Benefits As well as a rewarding and challenging career, some of the benefits of working as an Occupational Physician in the Civil Service Occupational Health Department include: • Annual salary of €159,524 • Public Sector pension; • 30 days of annual leave per year; • Paid Irish Medical Council annual registration fee; • Post holders are covered by the state indemnity scheme; • Subject to business needs and a satisfactory probationary period: o Flexible working with a commitment to work-life balance and a family-friendly workplace; o Learning and development opportunities; • Access to well-being programmes to support a healthy work-life balance; • Opportunity to avail of the ‘Cycle to Work’ scheme, and the tax saver public transport pass; • Opportunity to join the Public Service Credit Union; 6 Occupational Physician, Civil Service Occupational Health Department

Key Information: Occupational Physician Salary: €159,524 Annual Leave: 30 days Hours of attendance: 41 hours and 15 minutes gross per week The Principal Conditions of Service applicable to the role including Eligibility to Compete and Certain Restrictions on Eligibility are on page 10 & 11 of this booklet. Competition Closing Date: Your application must be submitted on the publicjobs website not later than 3pm on Thursday, 29th October 2026. Interviews are expected to commence from late November/early December 2026 and it is anticipated that these will be held in person at publicjobs offices, Chapter house, Dublin 1. Please note: candidates who are offered appointment from this competition must take up duty within a maximum of three months from the date of offer. If you feel you would benefit from a confidential discussion about any aspect of this significant opportunity, please contact Dr. Tom Donnelly DCMO by email at [email protected] or by telephone 01-6045341. Candidates should note that canvassing will disqualify. If you do not receive an acknowledgement of receipt of your application within 24 hours of submitting your application, please email: [email protected] You should check your publicjobs.ie Application Centre on a regular basis as email notifications about updates/tests/Interviews etc. published in the “Review Communications” area can sometimes be filtered into your Junk/Spam email folders. You are also advised to check all these folders regularly.

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ENTRY REQUIREMENTS Essential - Academic Qualifications and/or Professional Registration Candidates must have on or before 29th October 2026: 1 (a) Current registration or eligibility for registration* in the Irish Medical Councils Register of Medical Practitioners *Please note: Candidates who are successful in this competition will be required, prior to appointment, to be registered with the Irish Medical Council And 1 (b) (i) Membership obtained by examination of the Faculty of Occupational Medicine Ireland or UK (MFOM)* or of an equivalent medical professional body/faculty in a jurisdiction outside Ireland or the UK Or 1 (b) (ii) A relevant post graduate qualification in occupational health such as Higher Diploma Safety, Health and Welfare at Work, the Licentiateship of the Faculty of Occupational Medicine (LFOM) etc.* (*Where the examination component has been passed but Membership/LFOM/post graduate qualification or equivalent has not been conferred by the closing date above, candidates may still be considered eligible. Documentary evidence of current status will be required).

Desirable The achievement or progression to the following, while not essential, is also desirable. • •

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Be currently entered on the Specialist Register in Occupational Medicine Or Have completed at least 2 years of a Specialist Register Training Scheme in Occupational Medicine Or Working towards Specialist Registration in Occupational Medicine via the Alternative (Independent) route

Essential - Experience, Knowledge and Key Skills 2. At least two years full time experience in Clinical Occupational Medicine/General Practice/Clinical Military Medicine since October 2023, including experience of the following: • Face to face case management • Health surveillance • Administering vaccinations • Independent medical assessment of complex fitness for work cases requiring physical and mental health examinations • Occupational Injury Assessments 3. Recent clinical experience (within the last three years i.e. since October 2023) of providing medical advice to HR/Health & Safety functions on workplace hazards and exposures; 4. Experience of the management tasks associated with a medical practice or department or equivalent e.g. activity/outcomes reporting, managing the maintenance of quality standards, induction/ training / management of other clinical staff / clinical audit or policy development; 8 Occupational Physician, Civil Service Occupational Health Department

5. Excellent knowledge of relevant legislation (e.g. Health & Safety Law, Employment Law, Equality Law); 6. Experience and good understanding of medico legal issues; 7. Strong people management skills with a demonstrated ability to motivate, manage, direct, develop and mentor/coach staff; 8. A demonstrated ability to exercise sound professional judgement including a high level of discretion and the ability to handle sensitive information with integrity; 9. Excellent interpersonal skills with a demonstrated ability to establish, build and maintain effective relationships with key stakeholders both internal and external; 10. Effective oral and written communication skills including excellent report writing skills with clear and accurate presentation of facts, analysis, findings and decisions and effective use of simple unambiguous language; 11. Proven organisational and management skills with the initiative and self-motivation required to complete tasks to the highest standards within required timeframes; 12. A demonstrated commitment to Continuing Professional Development / Training at an appropriate level;

Additional Desirable Criteria • • •

Occupational health experience in both service and industrial personnel type environments Experience in clinical training and management of other clinical staff A driving licence (Category B), valid in Ireland, and have access to a car**

**Where the successful candidate does not hold a full valid driving licence at the time of appointment, they will be expected to obtain this within a reasonable period of time in the role.

Please note: Qualifications/eligibility may not be confirmed until the final stage of the process, therefore, those candidates who do not possess the essential requirements, on or by the dates as specified, and proceed with their application are putting themselves to unnecessary effort/expense and will not be offered a position from this competition. The onus is on the candidate to ensure they fulfil the eligibility requirements as set out. publicjobs reserves the right to deem an applicant ineligible at any stage if it is apparent that the candidate does not hold the required eligibility/qualifications e.g. from the submitted application form. Candidates who are unable to demonstrate that they hold/will hold the required qualification(s) by the deadline specified may be withdrawn from the competition at any stage. An invitation to tests, interview or any element of the selection process is not acceptance of eligibility. Candidates who are placed on a panel and come under consideration for a position will be required to provide documentary evidence of their eligibility, including qualifications. Please be aware a transcript of results may be required; therefore, the onus is on candidates to have this information available if requested by publicjobs.

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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 has a Stamp 4 permission1 or a 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 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. 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 1st November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme 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 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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Please note that a 50 TEU permission, which is a replacement for Stamp 4ERFAM after Brexit, is acceptable as a Stamp 4 equivalent.

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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. Principal Conditions of Service General The appointment is to a permanent post in the Civil Service and is subject to the Civil Service Regulations Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service. Commencement in the role The Civil Service Occupational Health Department (CSOHD) shall require a person to whom an appointment is offered to take up duty within a period of not more than three months from the date of offer. If they fail to take up the appointment within such period or such longer period as the CSOHD in its absolute discretion may determine, the CSOHD shall not appoint them. Salary The Salary for this Occupational Physician role is set out below (rate effective from 1st June 2026): Personal Pension Contribution (PPC) €159,524 The PPC pay rate applies when the individual is required to pay a Personal Pension Contribution (otherwise known as a main scheme contribution) in accordance with the rules of their main/personal superannuation scheme. This is different to a contribution in respect of membership of a Spouses’ and Children’s scheme, or the Additional Superannuation Contributions (ASC). A different rate will apply where the appointee is not required to make a Personal Pension Contribution. Important Note The rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until a bank account number and bank sort code has been supplied on appointment and statutory deductions from salary will be made as appropriate. You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Tenure and Probation The appointment is to a permanent position on a probationary contract in the Civil Service. The probationary contract will be for a period of nine months from the date specified on the contract. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you: (i) (ii) (iii)

Have performed in a satisfactory manner, Have been satisfactory in general conduct, and Are suitable from the point of view of health with particular regard to sick leave. 11 Occupational Physician, Civil Service Occupational Health Department

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 the Department of Public Expenditure,Infrastructure, Public Service Reform and Digitalisation and you will be given a copy of the Department’s 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

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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 nine month 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 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. The Organisation of Working Time Act The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment. Office and Travel & Subsistence The office location of the Chief Medical Officer is 90 North King St Smithfield Dublin D07 N7CV. When required to travel on official duty the appointee will be paid appropriate travelling expenses and subsistence allowances, subject to normal civil service regulations. Duties The employee will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with their role. 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. The successful candidate may be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations.

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Annual Leave The annual leave allowance for this position is 30 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the civil service, is based on a five-day week and is exclusive of the usual public holidays. 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 sick leave circulars. Officers who will be 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 directly to the employing Department/Organisation. 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 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 Single Public Service Pension Scheme Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history. 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.

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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).

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Post retirement pension increases are linked to CPI.

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. 13 Occupational Physician, Civil Service Occupational Health Department

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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).

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Ill-Health-Retirement Please note any person who previously retired on ill health grounds under the terms of a superannuation 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 publicjobs. Pension Accrual A 40-year limit on total service that can be counted towards pension where a person has been a member of more than one pre-existing public service pension scheme (i.e. non-Single Scheme) as per the 2012 Act shall apply. This 40-year limit is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. 14 Occupational Physician, Civil Service Occupational Health Department

Additional Superannuation Contribution This appointment is subject to the Additional Superannuation Contribution (ASC) in accordance with the Public Service Pay and Pensions Act 2017. Note ASC deductions are in addition to any pension contributions (main scheme and spouses’ and children’s contributions) required under the rules of your pension scheme. For further information in relation to the Single Public Service Pension Scheme please see the following website: www.singlepensionscheme.gov.ie. 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 by the appropriate authorised officer. Political Activity During the term of employment, the officer will be subject to the rules governing public servants and politics. All Circulars are available on the website www.circulars.gov.ie or from the Personnel Section. Important Notice The foregoing represents the principal conditions of service and is not intended to be the 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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COMPETITION PROCESS How to Apply Applications should be made online through www.publicjobs.ie. At publicjobs, we have transitioned to a new recruitment platform with the aim of enhancing our services and the candidate experience. The new service will give you more 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”). 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 “Apply” in the right-hand section of our website, or at the bottom of the advertisement. Candidates who have not previously registered on our new recruitment platform will be required to enter some personal details to continue with their application. Account verification will be required, and you must check your email inbox and follow the instructions to verify your account. Please do not confuse registering (creating a profile) with submitting an application. Candidates who have already registered will have an account and should select ‘Login’ from the top right-hand section of the registration page or through the link at the bottom of the page. Once registered and after your email address has been verified, you must then access the application form, ensure all sections of the application form are fully completed and submit it. To do this, you will be required to return to the vacancy you wish to apply for – Occupational Physician - 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. Your username is the e-mail address associated with your account. Please note that your username and password are case sensitive. Please carefully note the following instructions. As you progress through the application, at the bottom of every page, there will be an option to “Save and Continue”. The information that you enter is only saved once you click on the 'Save and Continue' button. If you close the browser before clicking 'Save and Continue' or are inactive on the system for 30 minutes or more, you may be logged out of the application form and your information could be lost. It is imperative that all sections of this application form are completed in full. The mandatory fields are marked with an asterisk *. These fields must be completed before you can submit the application form. You may save the form and come back to it later, however, please note that you must submit the form in order to be considered for this competition as unsubmitted applications will not progress to the next stage. All sections on the application form Progress Tracker must show a green checkmark before you can apply. Return to any section on the Progress Tracker missing a green checkmark where guidance on the missing information will be displayed. Please ensure all information is correct before submitting your application as no changes can be made after submission. Once you have submitted your application form, you will be brought to a page confirming the status of your application as “Application received”. You can view the status of your application at any time by logging in, selecting your name in the top right-hand section of the page and selecting “View all applications”. At this point you should consider adding @publicjobs.tal.net to your safe senders or contact list within your email account to avoid not receiving emails because a publicjobs email has been blocked. Only fully completed and submitted applications will be accepted into the competition. The admission of a person to the competition, or invitation to undertake any element of the selection process is not to be taken as implying that the publicjobs or any other body is satisfied that such a person fulfils the requirements. Visit the Help Centre if you have questions or encounter technical difficulties navigating the site Only one application per person is permitted. 16 Occupational Physician, Civil Service Occupational Health Department

Closing date Your application must be submitted on the Public Jobs website not later than 3pm on Thursday, 29th October 2026. If you do not receive an acknowledgement of receipt of your application within 24 hours of applying, please email [email protected] Interviews for these posts are likely to commence from late November/early December 2026. You are advised to check your message board on a regular basis as email notifications of updates/ tests/ Interviews etc. issued to your Message board may sometimes be filtered into your Junk/ Spam email folders. 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 accept no responsibility for communication not accessed or received by an applicant. Candidates should make themselves available on the date(s) specified by publicjobs and should make sure that the contact details specified on the application form are correct. Requesting Previous Application Forms Candidates who may have previously applied for this, or similar roles, and who wish to be provided with a copy of their previous application form should email [email protected] with this request, confirming three of the following identifiers, as soon as possible. 1. 2. 3. 4.

Full name Date of birth Username *Candidate ID (this would have been included in any communications regarding your previously submitted applications) 5. *PPSN We need 2 unique identifiers (information that is not readily available to others, marked with an asterisk*) in order to verify that you are the account holder. If you only have answers to 1 of the unique identifiers (marked with asterisk*), please answer either of the following questions (if applicable) • list your college/school qualifications • list the last 2 Campaigns that you applied for • list the job alerts that you have set up If you are unable to answer either of these questions, please provide us with the following information: • Address including Eircode • Work phone number • Mobile phone number Selection Process The selection process for this competition may include one or more of the following: • shortlisting of candidates on the basis of the information contained in their application against set criteria based on the requirements of the position • a competitive preliminary interview • pre-recorded video interview • completion of online questionnaire(s) • report-writing exercise or other exercises • presentation or other exercises • a final competitive interview • remote interview • work sample/role play/media exercise and/or any other tests or exercises that may be deemed appropriate 17 Occupational Physician, Civil Service Occupational Health Department

Shortlisting The number of applications received for a position generally exceeds that required to fill existing and future vacancies. While a candidate may meet the eligibility requirements of the competition, if the numbers applying are such that it would not be practical to interview everyone, publicjobs may decide that a smaller number will be invited to the next stage of the selection process. publicjobs provides 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. During shortlisting, an expert board will examine the application forms against agreed shortlisting criteria which are based on the requirements of the position. The standard of content of each application submitted may also be assessed during this process. Where a competition attracts a large number of eligible candidates, the shortlisting process will apply a scored assessment of the information provided on the application form. A rank order of candidates will then be created and based on that ranking candidates will be invited to the next stage of the process in groups/batches, with those candidates ranked highest invited initially. Subsequent groups/batches may be invited to the next stage of the selection process over the lifetime of the competition on a demand led basis, if required. The shortlisting criteria may include both essential and desirable criteria specified for the position, and it is therefore in your own interest to provide a detailed and accurate account of your qualifications/experience in your application. The onus is on candidates to complete the application form fully and accurately. For certain competitions, candidates may be required to undertake online assessment tests and will be shortlisted in accordance with their ranking in these tests. Applicants must successfully compete and be placed highest on the order of merit to be considered for advancement to the next stage of a multistage selection process, which may include a shortlisting exercise as described above. The number to be invited forward at each stage will be determined from time to time by publicjobs. 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 - 3 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. 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. Pre-Employment Checks Should your place on the panel be reached and you come under consideration for a position, several pre-employment checks must be completed before a candidate is deemed suitable for appointment. These checks are carried out to satisfy publicjobs that the candidate satisfies all necessary requirements. Prior to assigning/recommending a candidate for appointment to a position, publicjobs will make all such enquiries necessary to determine the suitability and eligibility of that candidate. These checks include an evaluation of Citizenship, Health & Character, Garda Vetting & Security Clearance and Reference Checks. Where Citizenship, Health & Character, Garda Vetting and Reference Checks are unsatisfactory or cannot be obtained, publicjobs reserves the right to disqualify a candidate from any further consideration of appointment or termination of your employment where an appointment has already been made.

18 Occupational Physician, Civil Service Occupational Health Department

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. 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 19 Occupational Physician, Civil Service Occupational Health Department

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 administrative 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. • 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 20 Occupational Physician, Civil Service Occupational Health Department

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 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 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. • 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. Requests for Feedback/Test Rechecks 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. Unreasonable Conduct Policy An Unreasonable Conduct Policy is in operation in publicjobs. Information on the policy can be found on the publicjobs website. General Competition Information General competition information is accessible via the job listing on publicjobs and is available for candidates to download as a pdf document. 21 Occupational Physician, Civil Service Occupational Health Department

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

(ENG & GA) General Information_Eolas Ginearalta.pdf – 188KB Opens in a new window https://publicjobs.tal.net/vx/lang-en-GB/mobile-0/appcentre-1/brand-4/candidate/download_file_opp/9241/105941/1/0/8b4dfcd6b47546ab0bd0b66750693c097dd6d8b9

GENERAL INFORMATION publicjobs will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that publicjobs are satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet these essential entry requirements but nevertheless attend for interview, you will be putting yourself to unnecessary expense. Prior to recommending any candidate for appointment to this position publicjobs will make all such enquiries that are deemed necessary e.g. health, character, employment references, security checks (including international checks), or any other enquiries as are deemed necessary to determine the suitability of that candidate. 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. Reschedule Requests Requests for a deferment or change to a candidate’s scheduled time/date of interview and/or other assessment may only be considered in exceptional circumstances (i.e. bereavement/ illness). This is not guaranteed due to the strict time frames. Please note that publicjobs may request supporting documentation as evidence. Candidates who are permitted to reschedule will be given only one opportunity to do so. Specific candidate criteria 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: • 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. Appointments from Panels At the end of the selection process a panel of qualified candidates is formed from which vacancies may be filled. A panel is made up of candidates who have been deemed suitably qualified having successfully completed the assessments e.g. Testing, Interview, Presentation etc. The panel may consist of multiple batches as candidates are brought through the full assessment process in response to demand from clients. As vacancies arise, they will be filled from the panel of suitably qualified candidates. When a candidate is placed on a panel, they will have to wait for a vacancy to arise that corresponds with their order of merit. publicjobs has no foresight as to how many vacancies may be filled over the lifetime of the panel, and potentially candidates may not be reached on the order of merit. Qualification and placement on a panel is not a guarantee of appointment to a position.

Pre-Employment Checks Process Should a candidate’s place be reached on the panel, and they come under consideration for a position, several pre-employment checks must be completed before they are deemed suitable for appointment. These checks are carried out to satisfy publicjobs that the candidate fulfils all necessary requirements. Prior to assigning any candidate for appointment to a position, publicjobs will make all such enquiries necessary to determine the suitability and eligibility of that candidate. This process will consist of an assessment of their general eligibility, qualifications, health and character (including Garda Vetting and security clearance for time spent abroad), and their employment history. Candidates who are currently employed should note that a reference from their current employer will be required in advance of their assignment from the panel. This will be requested at the latter stages of the pre-employment checks process. Please note, the final stage of the recruitment and selection process is the Pre-Employment Checks stage. Until all stages of the selection 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. Where such requirements of the pre-employment checks stage are deemed unsatisfactory or cannot be obtained, publicjobs reserves the right to disqualify a candidate from any further consideration for appointment or termination of your employment where an appointment has already been made. Once a candidate has successfully completed the pre-employment checks process, they will be assigned from the panel. Please note, that once an assignment notice has issued a candidate is considered appointed from the panel and will not come under consideration from the panel again or for any other location they may have applied for. Should the person recommended for appointment decline, or having accepted it, relinquish it or if an additional vacancy arises the Board may, at its discretion, select and recommend another person for appointment on the results of this selection process Once a candidate has accepted an offer of appointment their name will be removed from the panel and no further offers of appointment will be made. Should similar type vacancies arise elsewhere in the Civil Service candidates may be drawn from this competition. Deferrals from Panels Candidates should be aware that in most cases vacancies are for immediate positions. Candidates who meet the essential eligibility requirements, when reached on the panel, must undergo the clearance process. Deferrals will not be considered except in the most exceptional extenuating circumstances which will be considered at the discretion of publicjobs on a case-by-case basis. Employment start dates are arranged at the discretion of the employing department or organisation and candidates will be required to take up duty within a reasonable timeframe once assigned to a position. Further information is available here - DPER Circular 17/2026 - Deferral of Assignments in Civil Service Competitions. Security Clearance You will be required to complete and return a Garda eVetting form should you come under consideration for appointment. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which you resided. If you subsequently come under consideration for a position in another recruitment competition within 6 months of being vetted by publicjobs, please notify us as you may not be required to complete a further Garda Vetting Form. If you have resided / studied in countries outside of the Republic of Ireland for a consecutive period of 12 months or more after the age of 18, it is mandatory for you to furnish a Police Clearance Certificate from those countries. You will need to provide a separate Police Clearance Certificate for each country you have resided in. The clearance must be dated after the date you left the country. It is your responsibility to seek security clearances in a timely fashion as they can take some time. You cannot be appointed without this information being provided and deemed satisfactory by publicjobs. Candidates should be aware that any information obtained in the Garda Vetting process can be made available to the employing authority.

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. 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. 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. Please note If publicjobs is not notified of any issues you experience in advance of or on the day of your assessment/interview, we will not be in a position to address these after the fact. 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 candidates/clients 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 they have not been appointed to a post, they will be disqualified as a candidate, and • Where they have been appointed subsequently to the recruitment process in question, they shall forfeit that appointment. 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

Confidentiality of Information and Materials 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. 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 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 Canvassing Candidates should note that canvassing will disqualify and will result in their exclusion from the process. 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 publicjobs Protected Disclosures Policy (including Reporting Options for all those covered by the Policy) is available here.

EOLAS GINEARÁLTA Ní bheidh poistphoiblí freagrach as aon chostas a tharraingíonn iarrthóirí orthu féin a íoc ar ais. Ní thugann cead isteach iarrthóra do chomórtas, nó cuireadh chun agallaimh, le fios go nglacann poistphoiblí leis go gcomhlíonann an t-iarrthóir úd coinníollacha uile an Chomórtais nó nach bhfuil an t-iarrthóir dícháilithe ó cheapachán de réir dlí. Ní chinntíonn sé, ach oiread, go bpléifear le d'iarratas a thuilleadh. Tá sé tábhachtach, dá bhrí sin, go dtuigeann tú go bhfuil sé de dhualgas ort a chinntiú go gcomhlíonann tú riachtanais cháilitheachta an chomórtais sula dtugann tú faoi agallamh. Mura gcomhlíonann tú na bunriachtanais iontrála seo agus má théann tú faoi agallamh dá ainneoin sin cuirfidh tú costas gan ghá ort féin. Sula moltar iarrthóir ar bith do cheapachán sa phost seo, déanfaidh poistphoiblí gach fiosrú atá riachtanach, dar léi, m.sh. sláinte, dea-cháil, teistiméireachtaí ó fhostóirí, fiosrúchán slándála (scrúdú idirnáisiúnta san áireamh), nó aon fhiosrúchán eile cuí le cinneadh a dhéanamh faoi oiriúnacht an iarrthóra sin. Ní féidir socrú deiridh a dhéanamh, nó ní féidir glacadh leis go bhfuil socrú deiridh déanta, go dtí go bhfuil gach céim den phróiseas earcaíochta críochnaithe go hiomlán. Iarratais ar Athsceidealú Ní dhéanfar iarratais ó iarrthóirí maidir le seisiún socraithe a chur siar nó a athrú a mheas ach amháin i gcásanna eisceachtúla (.i. bás/tinneas). Ní féidir gealltanais a thabhairt maidir leis seo mar gheall go bhfuil amscálaí dochta i gceist. Bí ar an eolas gur féidir go lorgóidh poistphoiblí tacaíocht i ndoiciméad mar fhianaise. I gcás iarrthóra a dtugtar sceideal nua dóibh, ní thabharfar ach deis amháin dóibh é sin a dhéanamh. Critéir ar leith an iarrthóra Ní mór d'iarrthóirí na nithe seo a leanas a bheith acu • • •

An t-eolas agus an cumas a bheith acu chun dualgais an phoist atá i gceist a chomhlíonadh; A bheith oiriúnach ó thaobh sláinte agus dea-cháile de; A bheith oiriúnach ar gach slí eile do cheapachán sa phost atá i gceist.

Má éiríonn leo, ní cheapfar iad ach mar seo: • •

Go n-aontaíonn siad dualgais an phoist a chomhlíonadh agus go nglacann siad leis na coinníollacha a bhaineann le, nó a d’fhéadfadh a bheith bainteach le dualgais an phoist a chomhlíonadh; Go bhfuil siad iomlán inniúil, ar fáil le agus in ann na dualgais a bhaineann leis an bpost a chomhlíonadh.

Ceapacháin ó Phainéil Ag deireadh an phróisis roghnaithe bunaítear painéal d’iarrthóirí cáilithe ónar féidir go líonfar folúntais. Cuirtear iarrthóirí a bhfuil na cáilíochtaí cuí acu, dar le poistphoiblí, ar phainéal tar éis dóibh na measúnuithe a dhéanamh, m.sh. Triail(acha), Agallamh, Cur i Láthair srl. Is féidir go mbeidh grúpaí éagsúla ann ar an bpainéal, mar tugtar grúpaí iarrthóirí tríd an bpróiseas measúnaithe, bunaithe ar éileamh ó chliaint. De réir mar a thagann folúntais chun cinn, líonfar ón bpainéal iad. Má chuirtear iarrthóir ar phainéal, beidh orthu fanacht ar fholúntas a thagann lena n-áit san ord fiúntais. Níl aon eolas ag poistphoiblí faoi líon na bhfolúntas a líonfar le linn thréimhse an phainéil agus is féidir nach mbainfear áit an iarrthóra san ord fiúntais amach. Níl aon chinnteacht ann go gceapfar duine i bpost má cháilíonn siad nó má chuirtear iad ar phainéal.

Próiseas na Seiceálacha Réamhfhostaíochta Más rud é go mbaintear áit iarrthóra ar an bpainéal amach agus go gcuirtear faoi mheas iad do phost, ní mór tabhairt faoi roinnt seiceálácha réamhfhostaíochta sula gceaptar iarrthóir i bpost. Déantar na seiceálacha seo chun gur féidir le poistphoiblí a dheimhniú go gcomhlíonann an t-iarrthóir na riachtanais uilig. Sula moltar aon iarrthóir do cheapachán i bpost seo, déanfaidh poistphoiblí gach fiosrúchán a bhfuil gá leis chun oiriúnacht agus cáilitheacht an iarrthóra sin a shocrú. Déanfar measúnú ar a gcáilitheacht ghinearálta, a gcáilíochtaí, a sláinte agus a ndea-cháil (lena náirítear Grinnfhiosrúchán an Gharda Síochána agus imréiteach slándála d’am a chaith siad thar lear) agus a gcúlra fostaíochta. Má tá iarrthóirí fostaithe faoi láthair, tabhair faoi deara go mbeidh sé riachtanach teistiméireacht a fháil óna bhfostóirí reatha sula gceaptar iad ón bpainéal. Lorgófar an teistiméireacht sin sna staideanna deiridh de phróiseas na seiceálacha réamhfhostaíochta. Tabhair faoi deara: is í staid na Seiceálacha Réamhfhostaíochta an staid dheireanach den phróiseas earcaíochta agus roghnaithe. Ní féidir socrú deiridh a dhéanamh nó ní féidir glacadh leis go bhfuil socrú deiridh déanta, go dtí go mbeidh gach céim den phróiseas earcaíochta críochnaithe go hiomlán. Sa chás nach bhfuil na nithe seo sásúil nó nach féidir riachtanais staid na seiceálacha réamhfhostaíochta a chomhlíonadh, tá sé de cheart ag poistphoiblí iarrthóir a chur as an áireamh do cheapachán nó fostaíocht a chur ar ceal sa chás go raibh ceapachán déanta cheana. Nuair atá próiseas na seiceálacha réamhfhostaíochta comhlíonta ag iarrthóir, ceapfar iad ón bpainéal. Tabhair faoi deara: nuair a eisítear fógra ceapacháin, glactar leis gur ceapadh iarrthóir agus ní chuirfear faoi mheas iad ón bpainéal arís, nó d’aon cheantar eile ar chuir siad isteach uirthi. Sa chás go ndiúltaíonn an chéad duine a mholtar do cheapachán don cheapachán sin, nó má éiríonn siad as tar éis dóibh glacadh leis an gceapachán, féadfaidh an Bord, mar is toil leo, an dara duine a roghnú agus a mholadh le ceapadh de thoradh an chomórtais seo. Chomh luath agus a ghlacann iarrthóir le tairiscint ar cheapachán, tógfar a (h)ainm ón bpainéal agus ní dhéanfar aon tairiscint eile ar cheapachán. Má tharlaíonn folúntais dá leithéid in áit eile sa Státseirbhís, is féidir go dtógfar iarrthóirí ón gcomórtas seo. Ceapacháin ó Phainéil a Chur Siar Ní mór d’iarrthóirí a thuiscint go mbíonn na folúntais ann do phoist atá le líonadh láithreach bonn de ghnáth. Maidir le hiarrthóirí a chomhlíonann na bunriachtanais cháilitheachta, má bhaintear a n-áit ar an bpainéal amach, ní mór dóibh tabhairt faoin bpróiseas imréitigh. Ní dhéanfar machnamh ar iarratais maidir le tairiscint a chur siar ach i gcúinsí eisceachtúla, a shocróidh poistphoiblí de réir an cháis. Socraíonn an roinn nó an eagraíocht chuí dátaí tosaigh na fostaíochta agus beidh ar iarrthóirí dul ag obair laistigh de thréimhse ama réasúnta nuair a cheaptar iad i bpost. Tá tuilleadh eolais ar fáil anseo - DPER Circular 17/2026 - Deferral of Assignments in Civil Service Competitions. Imréiteach Slándála Beidh ort foirm ghrinnfhiosrúcháin leictreonach an Gharda Síochána a líonadh má chuirtear faoi mheas thú do cheapachán. Cuirfear an fhoirm ar aghaidh chuig an nGarda Síochána do scrúdú slándála faoi gach seoladh in Éirinn agus i dTuaisceart na hÉireann a raibh tú i do chónaí ann. Má tú measúnú á dhéanamh agat do phost trí chomórtas earcaíochta eile laistigh de 6 mhí ó rinne poistphoiblí an grinnfhiosrúchán, cuir seo in iúl dúinn toisc gur féidir nach mbeidh ort Foirm Ghrinnfhiosrúcháin eile a chomhlíonadh. Má chaith tú 12 mhí as a chéile i do chónaí/ag staidéar i dtíortha lasmuigh de Phoblacht na hÉireann agus tú níos sine ná 18 mbliana d’aois, ní mór duit Teastas Imréitigh Phóilíneachta a fháil ó na tíortha sin. Beidh ort Teastas Imréitigh Phóilíneachta a sholáthar maidir le gach tír a raibh tú i do chónaí ann. Ní mór go mbeadh an dáta imréitigh tar éis an dáta ar fhág tú an tír. Tá freagracht ortsa imréiteach slándála a lorg in am mar go dtógann sé roinnt ama. Ní féidir thú a cheapadh mura soláthraítear an teolas seo agus mura bhfuil poistphoiblí sásta leis. Ba chóir d’iarrthóirí a bheith ar an eolas gur féidir aon eolas a gheofar i bpróiseas Grinnfhiosrúcháin an Gharda a chur ar fáil don údarás fostaithe.

Nuair a mheastar go bhfuil iarratas tarraingthe siar I gcás iarrthóirí nach bhfreastalaíonn ar agallamh agus trialacha ag an am cuí san áit chuí a shocraíonn poistphoiblí nó nach soláthraíonn, má iarrtar a leithéid orthu, cibé fianaise atá de dhíth ó poistphoiblí i dtaca le hábhar ar bith a bhaineann lena n-iarratas ní féidir iad chur san áireamh do phost. Ní mór d’iarrthóirí gach doiciméad, foirmeacha a eisíonn poistphoiblí san áireamh, a chur ar fáil taobh istigh de chúig lá. Mura ndéantar seo, glacfar leis gur tharraing an t-iarrthóir siar ón gcomórtas agus ní thabharfar aon aird ar a n-iarratas a thuilleadh. Rúndacht Is féidir le hiarrthóirí a bheith cinnte go bpléitear le gach fiosrúchán, iarratas agus gach gné den phróiseas a bhainistíonn poistphoiblí le hardrúndacht de réir fhorálacha an Achta um Shaoráil Faisnéise, 2014. Ba chóir d’iarrthóirí a thuiscint, áfach, gur féidir go dtabharfar gach ábhar iarratais don údarás/eagraíocht fostaithe. Baintear míreanna áirithe eolais, nach mbaineann le duine ar leith, as cuntais ríomhaire ar chúiseanna ginearálta staidrimh. Seirbhís ar Ardchaighdeán do Chustaiméirí Tá sé mar aidhm seirbhís den scoth a chur ar fáil dár gcustaiméirí ar fad. Má tá tú míshásta, ar chúis ar bith, le gné ar bith den tseirbhís a chuirtear ar fáil duit, iarraimid ort an t-ábhar a chur in iúl don aonad nó don bhall foirne cuí. Tá sé tábhachtach go ndéantar amhlaidh de bhrí go gcinntíonn sé go bhfuilimid ar an eolas faoin bhfadhb agus gur féidir linn bearta a chur i bhfeidhm chun an scéal a réiteach. Tabhair faoi deara: Mura gcloiseann poistphoiblí faoi aon cheist nó faoi aon fhadhb a tharlaíonn duit roimh nó ar lá na dtrialacha/an agallaimh, ní bheidh muid in ann plé leo ina dhiaidh sin. Fearas Taifeadta a Úsáid Ní cheadaíonn poistphoiblí aon fhearas taifeadta a úsáid gan chead. Baineann sin le taifeadadh fuaime ar bith nó pictiúr socair nó taifeadadh físe de chineál ar bith, is cuma má tá taifeadadh fuaime i gceist nó nach bhfuil, agus tá gach cineál feiste a úsáidtear don chuspóir sin i gceist. Ní mór do dhuine ar bith ar mhian leo fearas dá leithéid a úsáid do cheann ar bith de na cúiseanna seo cead i scríbhinn a lorg roimh ré. Tá an polasaí seo i bhfeidhm chun príobháideachas na mball foirne agus na n-iarrthóirí/gcliant a chosaint chomh maith le hionracas an ábhair mheasúnaithe agus na bpróiseas measúnaithe. Duine ar bith a úsáideann fearas taifeadta mar seo gan chead, tá an duine sin ag sárú an pholasaí seo. Is féidir iarrthóir ar bith a dhéanann sárú dá leithéid a dhícháiliú ón gcomórtas agus d’fhéadfaí an t-iarrthóir sin a ionchúiseamh faoi alt 55 den Acht um Bainistíocht Seirbhíse Poiblí (Earcaíocht agus Ceapacháin), 2004. Ina theannta sin, sa chás gur iarrthóir i bpróiseas earcaíochta a bhí nó atá sa duine a fuarthas ciontach i gcion: • Sa chás nár ceapadh i bpost iad, dícháileofar iad mar iarrthóir, agus • sa chás gur ceapadh iad de thoradh an phróisis earcaíochta atá i gceist, forghéillfidh siad an ceapachán sin. Dualgais na nIarrthóirí Níl cead ag iarrthóirí: • eolas bréagach a thabhairt go feasach nó go meargánta • duine ar bith a chanbhasáil, le haslú nó gan aslú • iarrthóir a phearsanú ag céim ar bith den phróiseas • cur isteach ar an bpróiseas ar aon bhealach nó cur as dó

Rúndacht maidir le hEolas agus hÁbhair Ní mór a chuimhneamh go bhfuil próiseas iomaíoch i gceist don phost agus go bhfuil an t-ionracas fíorthábhachtach. Is féidir go ndícháileofar duine ón gcomórtas má roinneann siad ábhar scrúdaithe le duine eile m.sh. trí na meáin shóisialta nó ar shlí ar bith eile. Tabhair faoi deara, le do thoil, go bhfuil gach triail agus ábhar trialach faoi réir ag cóipcheart agus go bhfuil cosaint ar gach ceart. Ní féidir aon chuid den ábhar measúnaithe (sleachta eolais, ceisteanna nó roghanna a d’fhéadfadh a bheith ann do fhreagraí san áireamh) nó ábhar bainteach nó agalla(i)mh a athchruthú nó a chraoladh i bhfoirm ar bith nó trí mhodh ar bith, lena n-áirítear modh leictreonach nó meicniúil, fótachóipeáil, priontáil, taifeadadh, modh scríofa nó eile, ag am ar bith. Má dheantar a leithéid, coir atá i gceist agus is féidir go bhfágfar as an bpróiseas roghnaithe thú dá bharr. Má bhriseann duine ar bith an fhoráil seo, nó má chuidíonn siad le duine/daoine eile an fhoráil seo a bhriseadh, is féidir go gcuirfear an dlí agus/nó agra sibhialta ar an duine sin as caillteanas cóipchirt nó maoine intleachtúla. Cód Cleachtais a Shárú Aon duine a sháraíonn na forálacha thuas, nó a chuidíonn le duine éigin eile na forálacha thuas a shárú, tá an duine sin ciontach i gcion. Is féidir fíneáil agus/nó príosúnacht, a chur ar dhuine atá ciontach i gcion. Ina theannta sin, i gcás gur iarrthóir i bpróiseas earcaíochta a bhí nó atá sa duine a fuarthas ciontach i gcion, • dícháileofar iad mar iarrthóir agus tógfar amach as an gcomórtas iad; • má ceapadh an duine i bpost tar éis an phróisis roghnaithe, cuirfear as an bpost iad. Canbhasáil Ní foláir d'iarrthóirí a thuiscint go ndéanfar duine a dhícháiliú de thoradh canbhasála agus go ndéanfar iad a eisiamh ón bpróiseas dá dheasca. An Rialachán Ginearálta um Chosaint Sonraí (RGCS) Tháinig an Rialachán Ginearálta um Chosaint Sonraí (RGCS) isteach ar an 25 Bealtaine 2018 in ionad an chreata um chosaint sonraí a bhí i bhfeidhm faoi Threoir an AE um Chosaint Sonraí. Nuair a chláraíonn tú ar publicjobs.ie nó má chuireann tú iarratas isteach, cruthaítear taifead ríomhaire faoi d’ainm. Úsáidtear eolas a chuireann tú isteach le d’iarratas ar phost chun d’iarratas a phróiseáil. Má bhaintear úsáid as tríú páirtí chun d’iarratas a phróiseáil, is féidir go mbeidh sé riachtanach eolas a thabhairt dóibh agus déanfar gach iarracht a chinntiú go bhfuil na sonraí slán. Má roghnaítear thú ón gcomórtas earcaíochta agus roghnaithe, is féidir go gcuirfear d’iarratas ar aghaidh chuig rannóg na nAcmhainní Daonna san eagraíocht inar cuireadh ag obair thú. Le hiarratas a dhéanamh teacht ar do shonraí pearsanta, seol d’iarratas chuig: [email protected] agus bí cinnte go ndéanann tú cur síos cruinn ar na taifid atá á lorg agat chun gur féidir linn na taifid chuí a fháil. Tá eolas i dtaca le sonraí pearsanta iarrthóra atá i seilbh poistphoiblí leagtha amach ar an leathanach dar teideal Cosaint Sonraí ar www.publicjobs.ie Nochtaí Cosanta Tá Polasaí poistphoiblí maidir le Nochtaí Cosanta (lena n-áirítear Roghanna Tuairiscithe do gach duine a chlúdaítear sa Pholasaí) ar fáil anseo.