Final - 2024-2025 Information Booklet - EO Traineeship DSP
Final - 2024-2025 Information Booklet - EO Traineeship DSP
Final - 2024-2025 Information Booklet - EO Traineeship DSP
Open competition:
Traineeship Programme
This Competition will be run in compliance with the Code of Practice for Appointment to Positions in
the Civil Service and Public Service prepared by the Commission of Public Service Appointments
(CPSA). Codes of practice are published by the CPSA and are available on www.cpsa.ie
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Introduction
The Department of Social Protection (DSP) is running an open competition for Traineeship
Opportunities, trainees will be appointed to the role of Deciding Officer alongside a defined and
fulfilling career development opportunity for progression to Executive Officer (EO) level. The role
of Deciding Officer has a real impact in improving the lives of others, assisting people requiring
income support and also through their job seeking journey (See Appendix B for “A day in the life of…”
examples of job roles in DSP).
This unique career development opportunity gives successful candidates the chance to work and
develop in the role of Deciding Officer in year one, and in year two, undertake one of the two distinct
customer facing roles of EO Inspector and Job Coach and undertake accelerated learning and
development. At the end of the two-year journey, Officers will then have the opportunity to progress
following a final assessment through an interview process to be assigned as an EO in DSP.
Successful candidates in the competition will initially be placed as Clerical Officers (COs) carrying out
the role of Deciding Officer. After one year and following a successful probation for new entrants or
for those already established, a successful year’s performance in the Deciding Officer role, candidates
will then progress to either a Job Coach or Inspector role and undertake an accelerated learning
programme.
At all times, candidates will be provided with practical on-the-job training, distinct learning and
development supports and third-party accredited learning.
DSP is now recruiting for Trainees (Clerical Officer grade) to embark on this exciting career
development journey.
Successful candidates from this competition will be placed in roles located in Dublin City, Limerick
City, Cork City and Sligo for the duration of the career development journey. It is intended to recruit
a total of 20 staff as part of this competition in 2025.
DSP is the largest Government Department in the Irish Civil Service and one of the largest
organisations in the State. It plays the lead role in developing policy and advising Government on
social protection and labour market issues including employment rights, income support, pensions,
and activation policies.
The Department also has responsibility for the delivery of a wide range of services through its own
nationwide network of offices and through several agencies and third-party service providers.
The Department employs over 6,700 staff, with a budget of approximately €25 billion, delivered
processes in excess of 2.5 million customer service applications per annum and issued approximately
87 million payments to 2.2 million customers and their families.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Overview of this Competition and Career Development Journey for Deciding Officer to Job Coach
or EO Inspector.
Successful candidates will gain valuable experience of working in the Civil Service at an entry level
grade of CO initially carrying out the Deciding Officer role, while undertaking learning (to include
structured on the job training and formal classroom-based learning) to develop towards an EO role
in several key areas across in the Department.
In commencing employment under this competition Officers will be required to develop and apply
the following key skills:
• Efficiency: meeting deadlines while ensuring all work carried out is to a high standard.
• Being a Team Player: the capacity to work well with others by offering ideas and
knowing/understanding the responsibilities expected by others.
• Organisational Skills: you may have several tasks to complete every day. Good organisational
skills are required so that you can plan, manage, and delegate all tasks as necessary.
• Technical Skills: strong IT skills are required to process the knowledge to run relevant tools
and programmes within DSP.
• Results-driven: ensuring that all work carried out is thoroughly checked to ensure a high
standard of work while showing the flexibility to get a number of tasks completed daily.
• Customer Service Skills: Strong customer service skills can help you negotiate interpersonal
relationships with members of the public and other stakeholders.
On-the-job practical experience and structured learning (on the job and formal accredited training)
will be provided to successful candidates from this competition. Over the two-year distinct career
development journey, in which candidates will be fully supported, it is envisaged that successful
candidates will take on the following DSP-specific customer facing roles:
Year 1
• Deciding Officer - making decisions on the awarding of income support and other payments
within the scope of the Social Welfare legislation.
AND
Year 2
• Job Coach – working with and engaging with jobseekers to assist them find employment.
OR
• EO Inspector (EOI) - carrying out routine investigations/reviews in line with powers under
Section 250 of the Social Welfare (Consolidation) Act 2005.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
• Participate, complete and be successful in Third Level Accredited Learning Programmes (to
QQI Level 6 & 7, Special Purpose Awards), E-Learning, Self-Directed Learning, Instructor Led
Training and Peer Supported Learning (practical role-based activities). Examples of specific
accredited learning modules included on the Programme are:
• Certificate in Social Protection Studies (Accredited QQI Level 6).
• Certificate in Social Welfare Decision Making (Accredited QQI Level 7) – for Deciding Officer
Role.
• Certificate in Public Employment Services Provision (Accredited QQI Level 7) – For Job Coach
Role.
• Certificate in Social Protection Investigative Work (Accredited QQI Level 7) – For EO Inspector
Role.
• [Note: For those staff who have already completed these specific accredited learning
programmes noted, there will be no obligation to complete the learning again.]
• Take part in regular checkpoint meetings to assess and review their progression. Successfully
completing these assessments will allow staff in the distinct roles to progress on the career
development journey. Local Coaches and a Human Resources Mentor will provide successful
candidates with ongoing support and advice.
• After year two, and having demonstrated satisfactory progression, successful candidates will
have an opportunity to participate, via an interview process, for a role at Executive Officer
grade.
• Be placed in any available EO roles further to successful promotion to EO.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
At the competitive interview stage, candidates will be assessed for suitability based on:
• The competencies for the CO role (see Appendix A).
• An aptitude and interest in engaging in the training and development aspects of the career
development opportunity and in developing:
o good analysis and decision-making capacity,
o interpersonal and communication skills,
o specialist knowledge, expertise, and self-development of particular relevance to DSP
and
o drive and commitment to public service values, that would demonstrate the potential
of candidates successfully completing the two-year programme.
Following the competitive interview stage, it is intended to recruit 20 successful candidates on the
order of merit, by preferred location, to undertake this Programme commencing early in 2025.
Candidates must:
• Demonstrate an ability to perform the competencies required of a Clerical Officer with
potential to develop the competencies required for the role of Executive Officer during a
two-year period. – see relevant competencies at Appendix A.
• Demonstrate an openness and ability to acquire the skills and knowledge to progress to the
Executive Officer Role in DSP.
• Demonstrate a keen interest in the career development aspects of the opportunity, the
learning / training (on the job and formal) and the development opportunities that will be
provided, as well as the capacity to take on and succeed in Accredited learning e.g., QQI
Level 6 & 7.
• Have the requisite knowledge, skills, and behaviours required including:
• take direction / follow instructions.
• organise and prioritise work effectively.
• work well with the public and colleagues.
• be flexible in their approach to work.
• be able to communicate effectively in a clear and concise manner.
Choosing the Location for the roles of Deciding Officer, Job Coach and EO Inspector.
Successful candidates will be placed in a role located in Dublin City, Limerick City, Cork City or Sligo
initially and for the duration of the career development journey in Deciding Officer and Job Coach /
EO Inspector.
Applicants should select a maximum of one location where they would be prepared to work if
successful. Locations, once chosen, cannot be changed.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Selection of one particular location will automatically eliminate applicants from being considered for
positions in the other locations. The panel formed as part of this recruitment process will be in place
for a period of 1 year from the date on which it is established.
DSP is an Equal Opportunities Employer. We believe that a thriving, inclusive public service that is
energised by the contribution of employees from all sectors of society leads to more innovative,
productive workplaces and more responsive and inclusive policies, programmes, and services. All of
our activities and initiatives are underpinned by our Equality, Diversity and Inclusion strategy 2021-
2023.
Candidates must be in good health, capable and competent of carrying out the work assigned to
them, and they must be of good character. Those under consideration for a position will be required
to complete a health and character declaration and a Garda Vetting form. References will be sought.
Some posts will also require special security clearance. In the event of potential conflicts of interest,
candidates may not be considered for certain posts.
Garda Vetting
If an applicant comes under consideration for appointment, they will be required to complete and
return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks
on all Irish and Northern Irish addresses at which they resided. If otherwise unsuccessful at the
selection process, the Garda Vetting form will be destroyed by the Department of Social Protection.
Therefore, if the applicant subsequently comes under consideration for another competition
conducted by the Department of Social Protection, they may be required to supply this information
again on that occasion.
Citizenship Requirements
(a) A citizen of the European Economic Area. The EEA consists of the Member States of the
European Union, Iceland, Liechtenstein and Norway; or
(b) A citizen of the United Kingdom (UK); or
(c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the
free movement of persons; or
(d) A non-EEA citizen who has a stamp 4 1 visa or a stamp 5 visa;
Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is acceptable
as a Stamp 4 equivalent.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
To qualify, candidates must meet one of the citizenship criteria above by the closing date.
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).
Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013)
The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013
introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of
the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed
above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment
in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest
Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for
a period of 2 years from their date of departure under this Scheme. These conditions also apply in
the case of engagement/employment on a contract for service basis (either as a contractor or as an
employee of a contractor).
Declaration:
Applicants will be required to declare whether they have previously availed of a public service scheme
of incentivised early retirement and/or the collective agreement outlined above. Applicants will also
be required to declare any entitlements to a Public Service pension benefit (in payment or preserved)
from any other Public Service employment and/or where they have received a payment-in-lieu in
respect of service in any Public Service employment.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Employer of Choice
As an Employer of Choice, the Civil Service has many flexible and family friendly policies e.g. Work
sharing, Shorter Working Year, Remote Working (operated on a ‘blended’ basis), etc. All elective
policies can be applied for in accordance with the relevant statutory provisions and are subject to the
business needs of the organisation.
The Civil Service also operates a Mobility scheme for all general service grades. This scheme provides
staff with career opportunities to learn and partake in diverse roles across a range of Civil Service
organisations and geographical locations.
Salary
New Entrant Appointees will be offered a salary of €29,296.98. This is the first point of the Clerical
Officer Salary scale.
Where a successful candidate has had prior Civil/Public service, incremental credit may be awarded
after offer and acceptance of the position on the first point of the Clerical Officer Salary scale and
further to satisfactory evidence being provided by the Appointee in line with normal procedures.
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
Entry will be at the minimum of the scale and 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. Subject to
satisfactory performance increments may be payable in line will current Government Policy. 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.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
For new entrants into the Civil Service, the appointment in Year 1 is to a permanent Clerical Officer
position on a probationary contract in the Civil Service. The probationary contract will be for a period
of one year from the date specified on the contract.
For existing Civil Servants who have already successfully completed a 1-year probationary contract
at CO grade, there will be no requirement to repeat probation.
All other appointees will serve a one-year Clerical Officer 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.
If successfully assigned as an Executive Officer after two years, having undertaken the various roles
and learning provided to a satisfactory standard, Officers will be required to complete a 1-year
probationary period further to appointment as Executive Officer.
If after an Officer’s second year appointed under this competition or at any time throughout the first
two years of employment, as part of this competition, it is found that the Officer does not meet the
assessment criteria required either to progress or the criteria required at the end of the two years to
be assigned as an Executive Officer, they will be retained in the Department as a permanent Clerical
Officer, provided they have successfully passed probation as a Clerical Officer.
During the period of the probationary contract, an officer’s performance will be subject to review by
the appropriate supervisor(s) to determine whether the officer:
Prior to completion of the probationary contract a decision will be made as to whether or not the
officer will be retained pursuant to Section 7. 5A (1-4) Civil Service Regulation Acts 1956-2005. This
decision will be based on the officer’s performance assessed against the criteria set out in (i) to (iv)
above.
The detail of the probationary process will be explained to the officer by Department of Social
Protection.
A copy of Department of Public Expenditure and Reform guidelines on probation will also be made
available to the officer.
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.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
In the following circumstances your contract may be extended, and your probation period
suspended.
• The probationary period stands suspended when an employee is absent due to Maternity
or Adoptive Leave.
• In relation to an employee absent on Parental Leave or Carers Leave, the employer may
require probation to be suspended if the absence is not considered to be consistent with
the continuation of the probation, and
• Any other statutory provision providing that probation shall - stand suspended during an
employee’s absence from work and 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.
Annual Leave
The Annual Leave allowance at Clerical Officer grade is 22 days rising to 23 days after 5 years’ service
and to 24 days after 10 years’ service. 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.
If appointed to EO as part of the provisions of this competition, the appropriate annual leave for EO
level will apply.
Hours of Attendance
Hours of attendance will be as fixed from time to time. Typically, hours will be of the order of 35
hours per week. The position holder will be required to work a five-day week.
Duties
Appointees will be required to perform any duties which may be assigned to them from time to time
as appropriate.
Outside Employment
The position will be whole time and appointees may not engage in private practice or be connected
with any outside business which would interfere with the performance of official duties.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Sick Leave
Pay during properly certified sick leave absence will apply, in accordance with the provisions of sick
leave circulars.
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.
An appointee who is not eligible for membership of a civil or public service pension will be facilitated
should they wish to make voluntary deductions from their remuneration to a Standard PRSA
established by their employer.
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.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007
The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a
condition of the Early Retirement Scheme that with the exception of the situations set out in
paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if
a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently
employed in any capacity in any area of the public sector, payment of pension to that person under
the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of
such employment or on the person's 60th birthday, whichever is the later, but on resumption, the
pension will be based on the person's actual reckonable service as a teacher (i.e. the added years
previously granted will not be taken into account in the calculation of the pension payment).
Ill-Health-Retirement (IHR)
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. Candidates
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.
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.
1. Where an individual has retired from a public service body his/her ill-health pension from that
employment may be subject to review in accordance with the rules of ill- health retirement
under that scheme.
2. If an applicant is successful, on appointment the applicant will be required to declare whether
they are in receipt of a public service pension (ill-health or otherwise) and their public service
pension may be subject to abatement.
3. The applicant will become a member of the Single Public Service Pension Scheme (SPSPS)
upon appointment if they have had a break in pensionable public/civil service of more than
26 weeks.
Please note more detailed information in relation to pension implications for those in receipt of a
civil or public service ill-health pension is available via this link or upon request to PAS.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
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.
For further information in relation to the Single Public Service Pension Scheme please see the
following website: Single Public Service Pension Scheme
The Ethics in Public Office Acts 1995 will apply, where appropriate, to this employment.
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 above 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.
If you require any additional facilities to assist with your participation in any stage of this competition or
have any queries, please email [email protected]
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Practical Matters
• Applications should be made online through the DSP Careers Portal
• To apply, candidates must have a “user-account” on the DSP Careers Portal. If you have not
already done so, you must register as a ‘New User’ to create your profile (register a new
account).
If you cannot remember your profile details, please do not create a second profile, this could invalidate
your [email protected].
.
Please do not confuse registering (creating a profile) with submitting an application.
Once you have created a profile you must then access the application form, complete, and submit.
Candidates must use their own valid email address. Email addresses from third parties will not be
accepted and may invalidate your application. DSP will only communicate application information
with the candidate and not with any third party.
1. It is important that you keep note of your username and password as you will need this
information to access your candidate portal.
2. It is strongly recommended that you do not change your email address or mobile phone
number during this recruitment campaign, as any email/text message will be sent to the email
address/telephone number originally supplied.
3. If invited to tests and/or interview, the onus is on each applicant to make themselves available
on the date(s) specified by the Department of Social Protection.
The Department of Social Protection accepts no responsibility for communication not accessed or
received by an applicant. They must ensure that they regularly check their emails, DSP Careers Portal
messages and access all communications from the Department of Social Protection.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Please read carefully all of the instructions contained in this booklet before submitting your application.
Technical Support
If you experience any technical difficulties, please select the Help facility which you will find in the top
right-hand corner in the DSP Careers portal. From here, please Submit a Request by selecting Support
Ticket from the drop-down menu and complete all the necessary fields. There will be staff available
on-line to assist you through the process.
Important to Note you will not be able to amend your application once submitted.
The onus is on each candidate to ensure that they have completed and submitted all requested
documentation by 3pm on Wednesday, 18th September. Candidates should allow plenty of time to
submit their application. Incomplete or late applications will not be accepted, and this will be strictly
enforced.
Closing Date for receipt of applications is: 3pm on Wednesday, 18th September.
If you do not receive an acknowledgement of receipt of your application within two working days of
applying, please check your Junk / Spam folders as email notifications may be filtered into your Junk
/ Spam email folders (or promotions in the case of gmail). It is also recommended that you return to
your career portal account and confirm that it has been successfully submitted via ‘My Applications’.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Selection Process
Candidates will be required to take tests which are designed to identify their ability to fulfil a Clerical
Officer role and their potential to be an Executive Officer. More detailed information in relation to the
selection methods and confirmed dates will be made available to candidates as they progress through
each stage.
The selection methods used to select successful candidates for positions will include:
Applicants must successfully compete and be placed highest to be considered for advancement to the
next stage of the selection process. The number to be called forward will be determined from time to
time.
Prior to recommending any candidate for appointment, all such enquiries as are deemed necessary by
DSP to determine the suitability of that candidate, will be carried out.
Detailed information on each selection stage will be made available at the appropriate time to
candidates being invited to that particular stage of the process. No other special preparation is
required, and past papers are not available.
DSP has no function or involvement in the provision of, and does not endorse, any preparation courses
relating to the selection process.
To facilitate candidates’ availability and circumstances, initial stages of the selection process will be
conducted online, with later stages requiring attendance at a test/interview venue. Live online
proctoring will be used to verify candidates’ identity when undertaking the tests.
Candidates may take them in a venue of their choice, wherever they have access to a computer and a
reliable internet connection.
It is important to note that taking these tests within a secure IT network e.g., a network such as your
work or college which may have firewalls or other security technology in place may cause you technical
difficulties. You should consider taking your assessments in an environment where access to the
internet is not restricted to the same level. The onus is on you to ensure that you have full internet
access to complete the tests. You should ensure that you can complete the tests in a quiet
environment where you can concentrate without being disturbed for the duration of the tests. It is
advised to take the questionnaire and tests on a PC or Laptop. Candidates should not attempt to take
the test on smart phone, mobile or tablet device.
It is important to note that the email address you provide when applying must be one that you can
always access. Candidates will be given specific time windows in which to complete the questionnaire
and tests. A link to the actual online assessment tests will be sent to candidates’ career portal in
advance of the test-taking window. Candidates who have not completed the online test before the
deadline will be deemed to be no longer interested in this competition and their application will receive
no further consideration.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
General Information
• The Department of Social Protection will not be responsible for refunding any expenses
incurred by candidates.
• The admission of a person to a competition, or invitation to attend interview, or a successful
result letter, is not to be taken as implying that the Department of Social Protection is satisfied
that such a person fulfils the requirements.
• Prior to recommending any candidate for appointment to this position, the Department of
Social Protection 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.
• Placement on any panel from this competition is no guarantee that a position will be offered.
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Office Notice: 110/2024 Closing Date: 3pm on Wednesday, 18th September 2024
Candidates' Obligations:
It is important to remember that this is a competitive process for a role where integrity is paramount.
Sharing information on the test material, e.g., through social media or any other means, may result in
you being disqualified from the competition.
Please note that all 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) or associated materials
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.
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,
• where they have been appointed subsequently to the recruitment process in question, they
shall forfeit that appointment.
• Have the knowledge and ability to discharge the duties of the post concerned.
• Be suitable on the grounds of health & 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,
- Agree to undertake the learning and development required as part of this competition,
- Are fully competent and available to undertake, and fully capable of undertaking, the duties
attached to the position.
Candidates should note that canvassing will disqualify them from the Competition
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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.
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 judgment on when to ask manager or colleagues for guidance,
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Candidates must also demonstrate an interest and ability to undertake the structured learning and
development programme to acquire the following EO competencies:
1. People Management
2. Analysis and Decision Making
3. Delivery of Results
4. Interpersonal and Communication Skills
5. Specialist Knowledge, Expertise and Self Development
6. Drive and Commitment to Public Service Values
A more in-depth description of competencies set for the Executive Officer grade can be found here:
PAS_CS_Competency_Models_Executive Officer.pdf (publicjobs.ie)
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Appendix B
“I started my EO traineeship journey in January 2024, and although I am only six months into the course, the
knowledge, and skills I have gained have really transformed me in my role as a Deciding Officer.
The course has great balance of practical on the job training and structured Learning. With a focus on
managerial development in Year 2.
I also get to take part in 3 QQI Special purpose awarded certificates at level 6 and 7, accredited by the
National College of Ireland, during my time on the two-year program, which will look great on my CV.
Our team enjoy learning and working together, with the help of a great group of coaches whose aim is to help
you reach your maximum potential.
If you want to join a dynamic team to help you progress in a career as a junior Manager in the Department of
Social Protection, then I can whole heartedly recommend the Executive Officer Traineeship.”
“My role allows me the opportunity to engage with and help customers and have a good work life
balance.
I am part of a large team with responsibility for making decisions on Jobseeker and One Parent Family
applications. The unit also has areas that look after quality assurance, appeals, scheme policy, system
development and training.
My day typically starts out with my manager assigning customer applications to be decided. I work
through the applications and liaise with the customers to establish or clarify information. Much of my
interaction with customers is through telephone, emails, letters or even through MyWelfare.ie (online
platform). I may need a report from an inspector before determining if a person has an entitlement to
a payment and the level of payment. I ensure that my decision is based on facts and within the
legislation or guidelines. I look at all applications case by case. I have access to my line manager or
policy support areas if I need support or clarification on the guidelines.
My team has a mix of very experienced officers who can support me on almost any application and new
staff who are bringing their experiences in from other areas. I always have a staff member available to
assist me with any questions or queries I have.
The move into the Civil Service has been great. I really feel part of a very progressive team that makes
a real difference to the lives of customers. I look forward to gaining more expertise in my current area
and being able to ensure the customer is at the heart of all decisions and future developments that are
ahead.”
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“I am a Job Coach in the Department of Social Protection since January 2021. The role of Job Coach is a
busy one, providing support to jobseekers searching for work, courses, and training.
My job involves in person engagement with jobseekers through conducting the Group Information
Session and following that I meet with clients for Activation Review Meetings. This regular engagement
has utilised and improved my customer service and communication skills.
I have referred customers to training courses through the Training Support Grant funding and to
suitable education options which gives a sense of progressing the client and assisting them in their
career journey
I work with experienced colleagues within the Activation Section and other scheme areas. They provide
a support system and guidance if needed.
There’s also some variety within the job with the organisation of Job Fairs and conducting meetings
with clients off site. This is an opportunity to meet with them in a different setting and provide a
friendly, professional service.”
“The Executive Officer Inspector (EOI) is a Social Welfare Inspector role involves investigating and
reporting on a customer’s entitlement to means tested income support schemes and confirming that
scheme conditionality is in order.
As an EOI, I assist both individuals and their families, inform them of their entitlements and the social
welfare supports available.
The work I do is extremely varied from day to day based on the type and complexity of cases. I find that
being organised, prioritising workload on hand and having a flexible approach is imperative.
As part of my job, I interview customers, and this can take place in various settings depending on the
case and what’s most appropriate in the circumstances, for example in the office, in the customer’s
home or sometimes in care service settings.
I work as part of a tightly knit team and we regularly seek advice and guidance from each other as there
is always something new to discuss.
The job itself is very rewarding one, meeting different people and being able to make a positive impact
on their lives.”
The accounts above are provided based on real life examples provided of the types of work
undertaken in any typical day by current staff in these roles and do not constitute job descriptions.
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Appendix C
IMPORTANT INFORMATION
Terms and Conditions
1. All test and assessment materials are subject to copyright and all rights are reserved. No part
of the tests/ assessment materials (including any text, questions and/or potential answer
options) or associated materials (including practice and/ or familiarisation materials) may be
reproduced or transmitted in any form or by any means including electronic, mechanical,
photocopying, printing, 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(s)
who contravenes this provision, whether an applicant or other, 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.
2. Note the CPSA - Code of Practice
In particular please note Section 4 - Responsibility of Candidates (see below)
Canvassing
Candidates should note that canvassing to enhance their candidature or encouraging others to
do so will disqualify them and will result in their exclusion from the appointments process.
Candidates’ Obligations
Candidates in the recruitment process must not:
• Knowingly or recklessly provide false information,
• Canvass any person, with or without inducements,
• Interfere with or compromise the process in any way.
• A third party must not personate a candidate at any stage of the process.
If a person found guilty of such an offence was or is a candidate in a recruitment process, then:
• Where they have not been appointed to a post, they will be disqualified as a candidate.
• Where they have been appointed subsequent to the recruitment process in question, they
shall forfeit that appointment.
3. 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 Department of Social Protection are
satisfied that such a person fulfils the essential requirements.
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