Open Competition: Clerical Officer

Candidate Information

The Teaching Council is an equal opportunities employer and all applications for employment will be considered based on merit. The Teaching Council welcomes applications from all suitably qualified candidates irrespective of religious beliefs, gender, disability, race, political opinion, age, marital status, sexual orientation, or whether they have dependents.

The Teaching Council is committed to fulfilling it’s obligations under the Official Languages Act 2003 and welcomes candidates with competence in the Irish language, or an interest in developing same.

Purpose of the Teaching Council

The Teaching Council is the regulator of the teaching profession in Ireland. Our role is to protect the public by promoting and regulating professional standards in teaching.

We do this through the statutory registration of teachers, ensuring a highly qualified teaching profession, whose members meet and uphold high standards of professional competence and conduct.

The Teaching Council are currently seeking to appoint a Clerical Officer panel from which future vacancies will be filled as they arise.

Location

Teaching Council, Block A, Maynooth Business Campus, Maynooth, Co. Kildare (Blended working arrangements are available in accordance with the Teaching Councils Blended Working Protocols). 

Job Type

Full-time permanent.

Job Description

Clerical Officers (COs) play a vital role in supervising and delivering a range of services on behalf of the Teaching Council. COs will work in a sub-section within the main organisational structure. The sub-sections include: 

• Registration 
• Policy and Communications 
• Recognition 
• Professional Standards (Fitness to Teach) 
• Corporate Services 
• Communications 
• Human Resources 
• Finance & IT 

Key Responsibilities

Below we outline the type of work we may require Clerical Officers to undertake. 

Essential Requirements

Successful candidates must meet one of the three following criteria.

Other skills

You must also be able to show that you:

• Have previous relevant work experience in a customer service environment.
• Can deliver results within time frames.
• Are flexible and proactive in your approach.

This job description is intended only as a general guide to the range of duties – your work may include more or fewer tasks than are included here. We may ask staff to work in whichever department we need them to as appropriate.

We provide free on-site car parking and operate a flexible working hours policy.

Candidate Assessment Criteria

Candidates will be assessed based on the job description outlined above, evidence of meeting the essential requirements set out above and the competency framework for Clerical Officer grade staff shown below.

Teamwork

• Shows respect for colleagues and co-workers.
• Develops and maintains good working relationships with others, sharing information and knowledge, as appropriate.
• Offers own ideas and perspectives.
• Understands own role in the team, making every effort to play his/her part.

Analysis and Decision Making

• Approaches and delivers all work in a thorough and organised manner.
• Follows procedures and protocols, understanding their value and the rationale behind them.
• Keeps high-quality records that are easy for others to understand.
• Draws appropriate conclusions from information.
• Suggests new ways of doing things better and more efficiently.
• Is comfortable working with different types of information, e.g. written, numerical, charts, and carries out calculations such as arithmetic, percentages, etc.

Delivery of Results

• Takes responsibility for work and sees it through to the appropriate next level.
• Completes work in a timely manner.
• Adapts quickly to new ways of doing things.
• Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes.
• Writes with correct grammar and spelling, and draws reasonable conclusions from written instructions.
• Identifies and appreciates the urgency and importance of different tasks.
• Demonstrates initiative and flexibility in ensuring work is delivered.
• Is self-reliant and uses judgement on when to ask manager or colleagues for guidance.

Customer Service and Communication Skills

• Actively listens to others and tries to understand their perspectives/requirements/needs.
• Understands the steps or processes that customers must go through and can clearly explain these.
• Is respectful, courteous, and professional, remaining composed, even in challenging circumstances.
• Is firm when necessary and can communicate with confidence and authority.
• Communicates clearly and fluently when speaking and writing.

Drive and Commitment to Public Service Values

• Consistently strives to perform at a high level and deliver a quality service.
• Serves the Government and people of Ireland.
• Is thorough and conscientious, even is work is routine.
• Is enthusiastic and resilient, persevering in the face of challenges and setbacks.
• Is personally honest and trustworthy.
• At all times acts with integrity.

Specialist Knowledge, Expertise, and Self-Development

• Develops and maintains the skills and expertise required to perform in the role effectively, e.g. relevant technologies, IT systems, Microsoft Office, relevant policies, etc.
• Clearly understands the role, objectives, and targets and how they fit into the work of the section.
• Is committed to self-development and continuously seeks to improve personal performance.

Competition Process

How to Apply

Applications should be made by completing the application form. All sections of the form must be fully completed. Once you complete your application, you must email it to recruitment@teachingcouncil.ie. 

All application forms must be submitted in Microsoft Word format only.

Closing Date

Your application must be submitted by email no later than 10am Monday, 8 July 2024. 

If you do not receive an acknowledgement of receipt of your application within 5 working days of applying, please contact recruitment@teachingcouncil.ie. 

Applications will not be accepted after the closing date. 

Candidates should make themselves available on the date(s) specified by the Teaching Council and should make sure that the contact details specified on the application form are correct.

Selection Methods

The selection will include:

• Shortlisting of candidates based on the information contained in their application form.
• Competency-based interview.

Shortlisting

Normally, the number of applications received for a position exceeds that required to fill the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, the Teaching Council may decide that a number only will be called to interview. In this respect, the Teaching Council provides for the use of a short-listing process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position. An expert board will examine the application forms against a pre-determined criteria based on the requirements of 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.

Appendix 1

Part 1 (Conditions which particularly apply to this position) 

Pay 

The scale of pay is as follows:  

Personal Pension Contribution (PPC) Pay Rate 

€29,296.93, €31,020.28, €31,457.70, €32,312.00, €33,572.63, €34,830.62, €36,088.08, €37,004.57, €38,042.79, €39,248.61, €40,097.11, €41,290.81, €44,328.01, €45, 782.05, €46,449.79.

This rate will apply where the appointee is a new recruit to the public service or is a civil or public servant appointed on or after 6th April 1995 and is making a compulsory personal pension contribution. This rate will be adjusted in line with revised pay-scales published by the Department of Public Expenditure and Reform. 

*LSI 1 is Long service Increment after 3 years on Max of scale.  

*LSI 2 is Long service increment after 6 years on Max of scale.  

The Non-Personal Pension Contribution (Non PPC) pay rate will apply where the successful candidate is current civil or public servant recruited before 6th April 1995 and who is not required to make a compulsory personal pension contribution. This rate will be adjusted in line with revised pay-scales published by the Department of Public Expenditure and Reform. 

Important Note: Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Increments may be awarded subject to satisfactory performance and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. In certain circumstances, different conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Please note that fixed period secondments from other Public Sector bodies may be considered. 

Pension Abatement 

If an appointee has previously been employed in the Civil or Public Service and that appointee is entitled to or in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during the appointee’s re-employment that pension will be subject to abatement in accordance with Section 52 of the Public Service Pensions (Single Scheme and other Provisions) Act 2012.  

Appendix 2

Part 2 (other conditions which apply generally to the officer to this position)  

Probation  

The appointee must serve a probationary period, which normally will last for six months. Should the appointee’s service be satisfactory as regards health, conduct, efficiency, and performance generally during the probationary period, the appointment will be confirmed. 

Duties 

The appointee will be required to perform any duties assigned from time to time as appropriate to the position. 

Outside Employment 

The position is whole-time, and the appointee may not engage in private practice or be connected with any outside business, which would interfere with the performance of official duties. Clarification must be sought from line management where any doubt arises. 

 Headquarters 

The Teaching Council’s headquarters are located in Maynooth, Co. Kildare and this post will be based there. The Teaching Council has developed a blended working protocol in line with the Blended Working Policy Framework for Civil Service Organisation. Employees may apply for blended working arrangement in accordance with organisational requirements. 

 Hours of Attendance 

Hours of attendance will be fixed and will amount to not less than 35 hours net of breaks per week. No additional payment will be made for extra attendance as the rate of renumeration payable covers any exceptional extra attendance liability that may arise from time to time. Flexi time is available.  

 Annual Leave 

The annual leave allowance will be 22 days per year, rising to 23 after five years’ service, 24 after ten years’ service, 25 after twelve years’ service and 26 after fourteen years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five-day week and is exclusive of the usual public holidays. 

 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 Department of Public Expenditure and Reform sick leave circulars. 

 Superannuation and Retirement 

The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangement in the Teaching Council depending on the status of the successful appointee: 

In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment or who is not currently on a career break or special leave with/without pay from a pensionable Public Service position will be a member of the Single Public Service Pension Scheme (Single Scheme) which commenced from 1 January 2013 –Section 10 of the Public Service Pension (Single Scheme and Other Provisions) Act 2012 refers. 

An individual who is on secondment will remain a member of the parent organisation’s pension scheme and the pensionable remuneration will be based on their substantive grade i.e., the grade at which the individual is employed in their parent organisation. 

An individual who was a member of a ‘pre-existing public service pension scheme’ as construed by the Public Service Pensions (Single Scheme and Other Pensions) Act 2012 and who does not qualify for membership of the Single Scheme will have standard public service pension terms reflecting new entrant or non-new entrant status for the purposes of the Public Service Superannuation (Miscellaneous Provisions) Act 2004. 

Other Information  

The Teaching Council will not be responsible for refunding any expenses incurred by candidates.  

The admission of a person to a campaign, or invitation to attend an interview, is not to be taken as implying that the Teaching Council 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 the Teaching Council will make all such enquiries that 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. 

Should the person recommended for appointment decline, or having accepted it, relinquish it or if an additional vacancy arises, the Teaching Council may, at its discretion, select and recommend another person for appointment on the results of this selection process.  

Confidentiality  

Subject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence.  

Security Clearance  

Vetting may be sought in respect of individuals who come under consideration for appointment. The applicant will be required to complete and return a Garda Vetting form should they come under consideration for appointment. This form will be forwarded to the National Vetting Bureau for security checks on all addresses at which they resided. If unsuccessful this information will be destroyed by the Teaching Council. If the applicant subsequently comes under consideration for another position, they will be required to supply this information again. 

Deeming of candidature to be withdrawn 

Candidates who do not attend for interview when and where required by the Teaching Council, or who do not, when requested, furnish such evidence as the Teaching Council require in regard to any matter relevant to their candidature, will have no further claim to consideration. 

Feedback regarding the process 

Feedback will be provided on written request following the interview stage. Feedback is not provided at the shortlisting stage. Such a request should be made within 5 working days of being notified of the Council’s decision. 

Review Process 

Should a candidate be unhappy with an action or decision in relation to their application for appointment, they may write to the recruitment@teachingcouncil.ie, setting out the basis on which they seek a review. This request must be made within 5 working days of receiving notification of the decision on their application. This review will be carried out internally by the Teaching Council. 

Candidates’ Obligations 

Candidates should note that canvassing will disqualify and will result in their exclusion from the  

Process. 

Candidates must not: 

• Knowingly or recklessly provide false information. 
• Canvass any person with or without inducements. 
• Interfere with or compromise the process in any way. 

A third party must not impersonate a candidate at any stage of the process. Any person who contravenes the above provisions or who assists another person in contravening the above provisions if found guilty of an offence. A person who is found guilty of an offence is liable to a fine/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then: 

Where the candidate has not been appointed to a post, they will be disqualified as a candidate, 

Where the candidate has been appointed subsequently to the recruitment process in question, they shall forfeit that appointment. 

Data Protection Act 2018 

When your application form is received, we create a record in your name, which contains much of the personal information you have supplied. Such information held is subject to the rights and obligations set out in the Data Protection Act 2018 and General Data Protection Regulation (GDPR) 2018. To make a request under the Data Protection Act 2018 or GDPR 2018, please submit your request in writing to dpo@teachingcouncil.ie. 

Please ensure that you describe the records you seek in the greatest possible detail to enable us to  identify the relevant record. Certain items of information, not specific to any individual, are extracted from records for general statistical purpose.