CANDIDATES INFORMATION BOOKLET
PLEASE READ CAREFULLY
The Public Appointments Service intends to hold a competition for the purpose of
selecting a person/persons for appointment to the position of
Researcher – Law
Library & Research Service
Office of the Houses of the Oireachtas
The Public Appointments Service is committed to a policy of equal opportunity. The
Public Appointments Service will run this campaign in compliance with the codes of
practice prepared by the new Commissioners for Public Service Appointments (CPSA).
Codes of practice are published by the CPSA and are available on www.cpsa-online.ie.
CHAPTER HOUSE
26 – 30 ABBEY STREET UPPER
DUBLIN 1
Telephone Number: 353 1 858 7400
Panel
A panel will be formed from this competition from which future vacancies, both permanent
and temporary, should they arise, may be filled.
BACKGROUND
The Oireachtas Library & Research Service is part of the Seanad and Library & Research
Directorate in the Office of the Houses of the Oireachtas. The Oireachtas Library &
Research Service provides confidential, impartial information and research services to
support the work of both Houses, individual Members and Committees in respect of their
parliamentary duties. Services include on-demand research work for individual Members,
Committees and other Library users, publication of regular proactive bulletins, information
skills training programmes, access to collections and intranet services.
Thirty-six staff work in the Oireachtas Library & Research Service. Staff are organised
into information management teams (Acquisitions & Documents Laid and eServices) and
research teams in the fields of Law, Economics & Environmental Science, Social Science
& Politics and Parliamentary Affairs. A dedicated research team delivers research
services to Committees. Legal Researchers not only work as part of the Law Team but
are also assigned to other research teams, including Economics & Environmental
Science, Social Science & Politics and Committees. An Enquiry handling/Reading Room
team manages services delivered from the Library & Research Service’s Reading Room
in Leinster House.
Role
Legal Researchers will, under the overall direction of the Head of Research, undertake
research projects and provide research services to support individual Members and
Committees in respect of their parliamentary duties. Legal Researchers, in particular,
play a key role in the delivery of the Library & Research Services Legislative Analysis
Service. The successful candidate will be expected to exercise initiative and flexibility in
the development and delivery of research products and services. The successful
candidate will be expected to take responsibility for his/her information/research services
and to engage in quality assurance procedures for research products and services.
Location
The Office of the Houses of the Oireachtas is located in Dublin 2.
Duties
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To provide a quality research and analysis service on behalf of Members,
Committees and staff of the Oireachtas.
To provide high quality information services to individual Members and Committees
To provide quality assurance for research/information products and services.
To keep abreast of the information and research requirements of Committees and
individual Members.
To contribute to the development of the Library & Research Service by sharing
ideas and experience.
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ESSENTIAL REQUIREMENTS
Candidates must, on or before the closing date for receipt of applications, have or
demonstrate
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A recognised honours law degree and/or a recognised professional legal
qualification
A very good knowledge of Irish law
The requisite knowledge and skills to fulfil the duties assigned including discipline
and thoroughness in conducting research, the ability to liaise with all levels within
an organisation, the ability to cope with conflicting demands on time and to work
within deadlines, strong interpersonal skills
Good computer skills and related technology skills
Desirable
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A good knowledge of EU law
Experience of policy evaluation and statistical analysis
Strong oral and written presentation skills
Ability to work on own initiative and/or as part of a team
Excellent information retrieval skills.
Work provisions for Non-EEA nationals
If the successful candidate is not a citizen of the EEA, which consists of the EU together
with Liechtenstein, Iceland and Norway, it will be necessary to obtain a work permit, work
authorisation or a grant of refugee status. In the event that these are not obtainable no
offer of employment can be processed. The issuing of work permits, work authorisations
is the responsibility of the Department of Enterprise, Trade & Employment, Ireland
www.entemp.ie
In addition, candidates are advised that they must fulfil any immigration requirements
provided for in law and by the Department of Justice, Equality and Law Reform
http://www.justice.ie/80256E01003A21A5/vWeb/pcJUSQ5YRMCS-ga
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Selection method
The methods used to select the successful candidate for this post may include:
Short-listing of candidates on the basis of the information contained in their
application
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Preliminary interview to reduce the numbers of candidates to a more manageable
number for the main interview board
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Written tests and/or exercises
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A competitive interview, possibly including an oral submission to the Board
involving a job simulation, or presentation exercise. (Candidates being invited to
interview will be further advised.)
In the event that a large number of candidates will meet the minimum eligibility
requirements for the post the Public Appointments Service may decide to invite a smaller
number to interview. This is not to suggest that other candidates are necessarily unsuitable
or incapable of undertaking the job, rather that there are some candidates who are, prima
facie, better qualified and/or have more relevant experience.
During any short-listing exercise that may be employed, the Public Appointments Service
are guided by an expert board who examine the application forms and assess them against
pre-determined criteria based on the requirements of the position. It is therefore in your own
interests to provide a detailed and accurate account of your qualifications/experience on the
application form.
The onus is on all applicants to make themselves available on the date(s) specified by the
Public Appointments Service and to make whatever arrangements are necessary to ensure
that they receive communications sent to them at the contact details specified on their
application form. The Public Appointments Service will not be responsible for expenses
incurred by candidates.
Optional Language Test
You may have your ability to communicate effectively in Irish and English assessed. Your
ability in the language in which the interview is conducted will be assessed at the interview
itself and in the other language by a separate language test. This test will comprise
conversation on ordinary topics. Candidates who satisfy the Public Appointments Service
that they are proficient in both Irish and English will be awarded marks in respect of such
proficiency.
Completing the Application Form
Applications must be made, online, on the official application form and will be treated in
strict confidence. All sections of the form must be fully completed. When completing the
application form accuracy is essential, as it will be used as a computer input document
and you may be short-listed on the basis of information supplied.
Any inaccuracy in completing the form may result in rejection. Therefore it is in your own
interest to ensure that the information supplied in all sections is correct. If it is necessary
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to continue on a separate sheet please set the information out in the same manner as in
the application form.
The admission of a person to a competition, or invitation to attend an interview, is not to be
taken as implying that the Public Appointments Service are satisfied that such person fulfils
the requirements for the office 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 as the Public Appointments Service will not be
responsible for refunding any expenses incurred.
Closing Date: Thursday 25th September, 2008
Applications must be made, online, on the official application form which is available on the
Public Appointments Service website www.publicjobs.ie. Should you have any difficulty in
making an application please telephone 01 8587681
HEALTH
A candidate for and any person holding the office must be fully competent and capable of
undertaking the duties attached to the office and be in a state of health such as would
indicate a reasonable prospect of ability to render regular and efficient service.
CHARACTER
A candidate for, and any person holding the office, must be of good character.
The Admission of a Person to a Competition
The admission of a person to a competition, or invitation to attend an interview, is not to
be taken as implying that the Public Appointments Service is satisfied that such person
fulfils the requirements for the office 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 as the Public
Appointments Service will not be responsible for refunding any expenses incurred.
Canvassing:
Canvassing will disqualify.
Confidentiality:
Subject to the provisions of the Freedom of Information Acts, 1997& 2003, applications will
be treated in strict confidence.
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General information
The Public Appointments Service will consider requests for review in accordance with the
provisions of the codes of practice published by the CPSA. A candidate can seek a review
by a person in the recruiting body (initial reviewer). Where a candidate remains
dissatisfied following this initial review, he/she may seek to have the conduct of the initial
review examined by a “decision arbitrator”.
As an alternative to the above, it is open to a candidate to seek to have the matter
resolved on an informal basis, as set out below. If a candidate remains dissatisfied
following any such discussion it is open to him/her to seek a formal review.
The Codes of Practice are available on the website of the Commission for Public Service
Appointments, www.cpsa-online.ie.
Informal process
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The candidate can avail of the Informal Review within 5 working days of notification
of the initial decision, and should normally take place between the candidate and
the person who communicated the decision (or relevant person).
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Where the decision being conveyed relates to an interim stage of a selection
process, the request for informal review must be received within 2 working days of
the date of receipt of the decision.
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Where a candidate remains dissatisfied following any such informal discussion,
he/she may adopt the formal procedures set out below.
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If the candidate wishes the matter to be dealt with by way of a formal review,
he/she must do so within 2 working days of the notification of the outcome of the
informal review.
Formal process: Initial review
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The candidate must address his/her concerns in relation to the process in writing to
the Chief Executive, setting out those aspects of the action or decision in relation to
his/her candidature that he/she wishes to have reviewed.
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A request for review must be made within 10 working days of the notification of the
initial decision. Where the decision relates to an interim stage of a selection
process, the request for review must be received within 4 working days.
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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.
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The outcome must generally be notified to the candidate within 20 working days of
receipt of the complaint or request for review. The candidate will receive the
outcome of the review by means of a written report.
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Should a candidate be dissatisfied with the outcome of the initial review, he/she
may request a review by a decision arbitrator of the conduct of the initial review.
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Review by the decision arbitrator
The decision arbitrator is appointed by the Chief Executive. The decision arbitrator is
unconnected with the selection process and he/she will adjudicate on requests for review
in cases where a candidate is not satisfied with the outcome of the initial review. The
decision of the decision arbitrator in relation to such matters is final.
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A request made to the decision arbitrator must be received within 7 working days of
the notification of the outcome of the initial review.
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The outcome of the investigation must be notified to the candidate in the form of a
written report within 10 working days.
Candidates' Obligations
Candidates should note that canvassing will disqualify and will result in their exclusion
from the process.
Candidates must not:
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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.
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, where a person found guilty of an offence was or is a candidate at a
recruitment process, then:
 where he/she has not been appointed to a post, he/she will be disqualified as a
candidate; and
 where he/she has been appointed subsequently to the recruitment process in
question, he/she shall forfeit that appointment.
Deeming of candidature to be withdrawn
Candidates who do not attend for interview or other test when and where required by the
Public Appointments Service, or who do not, when requested, furnish such evidence, as
the Public Appointments Service require in regard to any matter relevant to their
candidature, will have no further claim to consideration.
Quality Customer Service
We aim to provide an excellent quality service to all our customers. If, for whatever
reason, you are unhappy with any aspect of the service you receive from us, we urge you
to bring this to the attention of the unit or staff member concerned. This is important as it
ensures that we are aware of the problem and can take the appropriate steps to resolve it.
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Data Protection Acts 1988 & 2003
When your application form is received, we create a computer record in your name, which
contains much of the personal information you have supplied. This personal record is
used solely in processing your candidature. Such information held on computer is subject
to the rights and obligations set out in the Data Protection Acts, 1988 & 2003. You are
entitled under these acts to obtain, at any time, copy of information about you, which is
kept on computer. The Public Appointments Service charge a fee of €6.35 for each
request. You should enclose a cheque or postal order and address your request quoting
reference number to: THE DATA PROTECTION CO-ORDINATOR, PUBLIC
APPOINTMENTS SERVICE, “CHAPTER HOUSE”, 26-30 ABBEY STREET UPPER,
DUBLIN 1. Certain items of information, not specific to any individual, are extracted from
computer records for general statistical purposes.
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PRINCIPAL CONDITIONS OF SERVICE
Probationary Contract for Period of One Year
Established position as Researcher in the Office of the Houses of the Oireachtas
1.
General:
The appointment is subject to the Civil Service Regulation Act, 1956 to 1996, the Public
Service Management (Recruitment and Appointments) Act 2004, and any Act being in
force relating to the Civil Service.
2.Pay (Modified Scale)
€32,419; €35,434; €38,462; €41,483; €44,516; €46,388; €48,256; €50,127; €51,989;
€53,860; €55,729; €57,597; €59,467 (NMax); €61,552 (LSI1); €63,626 (LSI2)
or
Pay (PPC Scale)
€34,126; €37,302; €40,486; €43,673; €46,861; €48,827; €50,790; €52,763; €54,727;
€56,695; €58,663; €60,627; €62,601 (NMax); €64,790 (LSI1); €66,974 (LSI2)
Increments (except for long-service increments) are granted annually if the officer's
services are satisfactory.
1LSI12LSI2-
After 3 year’s satisfactory service at the maximum
After 6 year’s satisfactory service at the maximum
Rates effective from 1st September 2008
3.
Starting Salary and Payment Arrangements
Entry will be at the minimum of the appropriate scale. Nevertheless, an appointee whose
qualifications and or/experience would be of special value for the position may enter the
salary scale at a point above the minimum. If an appointee is already a serving civil
servant, the entry point will either be existing salary plus accrued increment or the
minimum of the scale, whichever is the greater, subject to the maximum of the scale not
being exceeded. Where this starting salary is higher than the point the officer would have
reached had all the service been as a Researcher, the Officer will be required to mark
time on this salary until it ceases to be in excess of the point referred.
An officer will agree that any overpayment of salary or of travel and subsistence may be
deducted from future salary payments due to an officer in accordance with the Payment of
Wages Act 1991. In accordance with that Act, the Office of the Houses of the Oireachtas
will advise the officer in writing of the amount and details of such overpayment, will give at
least one week’s notice of the deduction to take place and will deduct the overpayment at
an amount that is fair and reasonable having regard to all the circumstances within six
months of such notice in accordance with the Act.
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Tenure
4.
The appointment is to an established position on a probationary contract in the
Civil Service.
The probationary contract will be for a period of one year from the date of appointment.
Notwithstanding this paragraph and paragraph 5 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
Prior to 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 19562005. 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 Office of the Houses of the Oireachtas.
Where the officer is an existing civil servant and is not considered as suitable to the
position having been assessed against stated criteria, the officer will be notified in writing
of the action to be taken prior to the expiry of the probationary contract and any
extensions thereof
Notwithstanding paragraphs 4 and 5 above, 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 certain circumstances your contract may be extended and your probation period
suspended. The extension must be agreed by both parties.
 The probationary period stands suspended where 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 a continuation of the probation
 Probation may be suspended in cases such as absence due to a non-recurring
illness.
The employee may in these circumstances make application to the employer for an
extension to the contract period
Unfair Dismissals Acts 1977-2005
5. The Unfair Dismissals Acts 1977-2005 will not apply to the termination
of the employment by reason only of the expiry of this probationary contract without it
being renewed.
Duties
6.
The officer will be required to perform any duties appropriate to the position which
may be assigned from time to time. The position is whole time and the officer may not
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engage in private practice or be connected with any outside business, which would
interfere, or be incongruent, with the performance of official duties.
Headquarters
7.
The officer’s headquarters will be such as may be designated from time to
time by the Houses of the Oireachtas Commission. At present the headquarters are
based in the Leinster House complex in Dublin 2. When absent from home and
headquarters on duty appropriate travelling expenses and subsistence allowances will be
paid, subject to the normal civil service regulations.
Hours of Attendance
8.
Hours of attendance will be as fixed from time to time under Section 23 of the Staff
of the Houses of the Oireachtas Act, 1959 but will amount, on average, to not less than 41
hours gross or 34 hours and 45 minutes net per week. Flexibility will be required with
regard to extra attendance, which may be required from time to time arising from the
exigencies of the Office of the Houses of the Oireachtas. There is in operation a
compensatory leave scheme for extra attendance. No additional payment will be made
for extra attendance (over and above 41 hours gross or 34 hours and 45 minutes net per
week) as the rate of remuneration payable covers any exceptional extra attendance
liability that may arise from time to time.
Annual Leave
9
The annual leave for this position is 23 working days a year, rising to 27 after 5
years of service and rising to 29 after 10 years service. This allowance is on the basis of
a five day week and is exclusive of the usual public holidays and privilege days.
The Organisation of Working Time Act 1997
10.
The terms of the Organisation of Working Time Act, 1997, will apply, where
appropriate, to your employment.
Sick Leave
11
Full pay during properly certified sick absence, provided there is no evidence
of permanent disability for service, may be allowed up to a maximum of six months in one
year and at half-pay thereafter, subject to a maximum of twelve months sick leave in any
period of four years or less.
Officers who will be paying Class A rate of PRSI will be required to sign a mandate
authorising the Department of Social and Family Affairs to pay any benefits due under the
Social Welfare Acts direct to the Office of the Houses of the Oireachtas and payment
during illness will be subject to the officer making the necessary claims for social
insurance benefit to the Department of Social and Family Affairs within the required time
limits.
Secrecy, Confidentiality and Standards of Behaviour
Official Secrecy and Integrity
12
The officer will during the term of the probationary contract be subject to the
provisions of the Official Secrets Act, 1993 as amended by the Freedom of Information
Acts 1997 and 2003. The officer will agree not to disclose to third parties any confidential
information, especially that with commercial potential, either during or subsequent to the
period of employment.
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Civil Service Code of Standards and Behaviour
12.1. The officer will be subject to the Civil Service Code of Standards and Behaviour.
Ethics in Public Office Act 1995
12.2. The Ethics in Public Office Acts 1995 will apply, where appropriate, to this
employment.
Prior approval of publications
13
The officer will agree not to publish material related to his or her official
duties without prior approval by the Head of the Office.
Political Activity
14. During the term of employment the officer will be subject to the rules governing
civil servants and politics.
Superannuation and Retirement
15. The terms of the Contributory Pension Scheme for Established Civil Servants and of
the Contributory Spouses’ and Children Pension Scheme for Established Civil Servants
will apply to this appointment.
Membership of the scheme is compulsory for new
entrants.
There is no specified retirement age in respect of the appointment to this position for
officers deemed to be “new entrants” (as defined in the Public Service Superannuation
(Miscellaneous Provisions) Act 2004) and in general, 65 is the minimum age at which
pension is payable.
For officers who are deemed not to be “new entrants” as defined in the Public Service
Superannuation (Miscellaneous Provisions) Act 2004, retirement is compulsory on
reaching 65 years of age and an earlier minimum pension age may apply.
At the time of being offered appointment, the Department will, in the light of the officer’s
employment history, determine whether he or she is a “new entrant” or not. Candidates
are advised to consult Section 2 of the Public Service Superannuation (Miscellaneous
Provisions) Act 2004 in relation to the definition of “new entrant”. The text of Section 2
and of the Act is available on the website www.irishstatutebook.ie
15.1. If the officer was previously employed in the Civil Service and awarded a pension
under voluntary early retirement arrangements, entitlement to that pension will cease with
effect from the date of reappointment. Special arrangements will, however be made for
the reckoning of previous service given by the officer for the purpose of any future
superannuation award for which the officer may be eligible.
15.2. If the officer was previously employed in the Civil Service and was paid a marriage
gratuity, pensionable service before marriage will not be reckoned for superannuation
purposes unless an appropriate refund is made in respect of that gratuity.
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IMPORTANT NOTE
Different conditions of service may apply if, immediately prior to appointment, the
appointee is
(a) already a serving civil servant who is paying the Class B rate of PRSI, or
(b) serving in an non-established capacity in the civil service and has had
continuous service in that capacity since 5 April, 1995, or
(c) serving elsewhere in the public sector in a position in respect of which s/he is
paying the Class B,C or D rate of PRSI contribution
Details of the salary scale and conditions of service applicable to such appointees are
available on request from the Public Appointments Service
.
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