Regional Communications Centre

CAMP WEST

REGIONAL COMMUNICATIONS CENTRE

EMERGENCY CONTROL OPERATOR

QUALIFICATIONS

1.CHARACTER

Candidates must be of good character.

1. HEALTH

Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Candidates may be required to undergo a test for colour blindness, a test for hearing and such other tests as are deemed necessary by the Council.

1. EDUCATION, EXPERIENCE, ETC.

(a)Each candidate shall have:-

(1)obtained at least Grade D (or a Pass), in Higher or Ordinary Level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination;

or

Leaving Certificate Vocational Programme;

or

Applied Leaving Certificate;

or

National Council for Vocational Awards - Level 2;

or

Have passed an examination of at least equivalent standard as listed above

or

Have satisfactory relevant experience which encompasses demonstrable equivalent skills

Please note that a Grade B in Foundation Level Mathematics and Grade C in Foundation Level Irish may be accepted for the purposes of meeting the minimum educational requirements.

(2)Proficiency in word processing skills particularly in the area of speed, accuracy, co-ordination and presentation.

(b)The following is desirable but not essential:

(1)Experience of or knowledge of a communications centre/call taking environment or equivalent.

(2)Experience of computer and communications systems. A computer qualification (such as ECDL or equivalent) would be an advantage.

(3) A knowledge of the Irish language.

Mayo County Council may carry out an examination of candidates to determine the level of proficiency in any of the areas and this may form part of the shortlisting process.

MayoCounty Council is an equal opportunities employer.

Tá an Comhairle tugtha do pholasaí comhionannais deiseanna.

CAMP WEST

REGIONAL COMMUNICATIONS CENTRE

EMERGENCY CONTROL OPERATOR

PARTICULARS

1.HOURS OF DUTY

The employment may be either whole-time or part-time and subject to a 24 hour/7 day shift duty system. The Council may change the duty system, and it may change personnel between shifts, from time to time as considered necessary by the Council.

Persons employed shall be required to work irregular hours including weekends, Bank and Public Holidays and undertake such overtime as considered necessary from time to time by the Council.

1. Rates of Pay

Emergency Control Operator (NEW RECRUITS)

Salary (per 39 hour week)

€485.25, €506.27, €526.82, €547.26, €562.21, €582.55, €602.86, €641.30

Plus: -20% shift allowance, Sunday and Public Holiday premiums as applicable.

1. DUTIES

The person employed shall be assigned duties by the Chief Executive or by such other employee as the Chief Executive may from time to time determine. The duties assigned to the person employed shall consist of, but not be limited to, the following:

a)Control Room Operational Duties.

Deal efficiently with all emergency and other calls, mobilise resources and log information in accordance with the Standard Operating Procedures, Radio Procedures and other Fire Service operating procedures and any special procedures that may be implemented from time to time.

Operate all communications and computer equipment and systems.

Update records within the Regional Communications Centre as required.

b)Administrative Duties.

Perform all administrative duties within the Regional Communications Centre as required.

c)Testing.

Test and log information in relation to equipment within the Regional Communications Centre.

d)Other.

Act in position of Senior Emergency Control Operator as required.

Perform other duties as assigned by the Chief Executive or of such other employee as the Chief Executive may from time to time determine.

Each Emergency Control Operator shall be required:

1. to devote the whole of his/her time while on duty to the service of the Contracting Authority;
2. to keep in good order any item of uniform or equipment issued to him/her, to return such items on dismissal or resignation, and to make good any damage to same not arising from fair wear and tear.

1. RESIDENCE

The holder of the post shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof.

1. SHORTLISTING

Candidates may be shortlisted for interview based on results of the proficiency test or on the basis of information supplied in their application. Where it is considered that it would be reasonable not to admit all candidates to the interview, by reason of the number of applications received and the standard of knowledge, training or experience in general of the candidates, only persons likely to attain at the interview a standard sufficient for selection and recommendation for appointment shall be called for interview.

1. RECRUITMENT:

Pursuant to article 8 of the Local Government (Appointment of Officers) Regulations, 1974 the Minister has given directions as follows:

i)Selection shall be by means of a competition based on an interview conducted by or on behalf of the Local Authority;

ii)A panel may be formed on the basis of such interview.

Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as appropriate vacancies arise. The life of the panel will not be more than one year from the latest date for receipt of applications.

The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her.

1. REFERENCES/DOCUMENTARY EVIDENCE:

Each candidate will be required to submit as references the names and addresses of two responsible persons to whom he/she is well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application.

1. SUPERANNUATION:

Persons who become pensionable employees of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children).

Persons who become pensionable employees of a Local Authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 5% of their pensionable remuneration.

All persons who become pensionable employees of a Local Authority will be required in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme.

In order for a new entrant to the scheme to qualify for a pension, he/she must have served a minimum of two years employment in a local authority.

For new entrants under the Single Public Service Pension Scheme effective from 01/01/2013 superannuation contributions are as follows:-

3.5% of net pensionable remuneration and 3% of pensionable remuneration.

Pension and retirement lump sum based on career-average pay; pensions will be co-ordinated with the State Pension Contributory (SPC).

1. RETIREMENT AGE

Appointees who are deemed not to be “new entrants” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, retirement is compulsory on reaching 65 years of age.

Effective from 1st January, 2013, The Single Public Service Scheme applies to all first-time new entrants to the public service, as well as to former public servants returning to the public service after a break of more than 26 weeks.

Retirement age set, initially, at 66 years; this will rise in step with statutory changes in the State Pension Contributory (SPC) age to 67 years in 2021 and 68 years in 2028.

Compulsory retirement age will be 70.

1. PROBATION

The person employed will be required to serve in a probationary capacity for a minimum period of one year from the date of commencement of employment. The person employed shall undertake such training courses as are deemed appropriate during the probationary period. Failure to undertake and successfully complete such courses and/or to render satisfactory service will result in cessation of employment at the end of the probationary period, or earlier, depending on the particular circumstances of the particular case.

The Chief Executive has absolute discretion to extend such probationary period if he considers this to be necessary in a particular case.

1. UNIFORM

The persons employed may be required to wear a uniform and maintain it in good condition at all times while on duty. The uniform shall be supplied by the Council.

1. TRAINING

The person employed shall be required to undertake all ongoing training courses specified by the Council relevant to the operational or administrative needs of the Regional Communications Centre (including training courses outside the State), if necessary.

1. COMMUNICATIONS EQUIPMENT

The person employed may be required to carry item(s) of communications equipment for contact outside of normal working hours. The equipment shall be supplied by the Council.

1. MEDICALS:

For the purpose of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up appointment the expense of the medical examination will be refunded to candidates.

1. GARDA VETTING:

Offer of employment may be subject to a Garda vetting process. Failure to pass Garda vetting will result in employment being terminated with immediate effect.

1. OPTIONAL LANGUAGE TEST

Candidates who indicate on their application forms that they wish to have their knowledge of both the Irish language and the English language taken into consideration for the purposes of the competition shall have their knowledge of the language in which the competitive interview is conducted assessed at interview itself. Knowledge of the other language may be assessed by means of a separate language test or, at the discretion of the local authority, at the interview. A language test shall consist of conversation on ordinary topics and, to the extent that this may be appropriate, on matters relating to the duties of the office. A knowledge of unusual technical terms shall not be required.

MayoCounty Council is an equal opportunities employer.

Tá an Comhairle tugtha do pholasaí comhionannais deiseanna.

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