CORK COUNTY COUNCIL CONTRACT ACCOUNTANT (3 Year contract) QUALIFICATIONS 1. CHARACTER: Each candidate shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE: Each candidate must, on the latest date for receipt of completed application forms:- (i) (ii) (iii) (iv) (v) hold a professional accountancy qualification with one of the professional accountancy bodies; have minimum two years relevant post-qualification experience; work experience in internal audit field is desirable, a knowledge of financial management systems in local government is desirable but not essential the holder of the post will also be required to have an understanding of the role and duties of managers in safety management in the workplace. JOB SPECIFICATION 1. The Accountant will report to the Internal Auditor or other persons designated in the provision of audit services to local and corporate business units. 2. DUTIES: The duties of the post are to give to the local authority such appropriate internal audit and ancillary services as may be required by the local authority in the exercise and performance of any of its powers, functions and duties and to exercise such powers, functions and duties as may be delegated to him or her by the Chief Executive/ Head of Finance/ Director of Corporate Services/ Internal Auditor from time to time including the duty of servicing all committees that may be established by the local authority. The holder of the post will, if required, act for an officer of a higher level. The duties shall include:- 1. gaining an understanding of the Council s financial management systems, 2. undertaking system based, compliance and value for money internal audit work, 3. assisting and advising other internal audit staff, 4. reporting audit findings and recommendations to management, 5. any other duties as may be assigned from time to time Personnel Department (June 2017) Page 1
3. SALARY: The salary scale for the position of Accountant is:- 45,849-46,954-48,289-50,797-52,294 LSI 54,157 LSI 56,031. Entry point to this scale will be determined in accordance with Circulars issued by the Department of the Housing, Planning, Community and Local Government. A successful candidate who is deemed to be a new Entrant to the public service will commence at point 1 of the salary scale. Salary is paid fortnightly, by paypath. The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post shall pay to the Local Authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their post or in respect of any services, which they are required by or under any enactment to perform. 4. PARTICULARS OF OFFICE: (a) (b) (c) (d) The post is whole-time and for 3 year fixed term contract period. Weekly hours are 37 hours per week, Monday to Friday. Holders of the post shall reside in the district in which their duties are to be performed or within a reasonable distance thereof. Persons appointed will cease to hold the post on reaching the relevant retirement age as determined under the Superannuation Scheme. 5. PROBATION: The following provisions in regard to probation shall apply - (a) (b) (c) (d) (e) there shall be a period after temporary appointment takes effect, during which such a person shall hold the position on probation; such period shall be one year but the Chief Executive may, at his discretion, extend such period; such a person shall cease to hold the position at the end of the period of probation unless during this period the Chief Executive has certified that the service is satisfactory; the period at (a) above may be terminated on giving one weeks notice as per the Minimum Notice and Terms of Employment Acts; there may be assessment(s) during the probationary period. 6. SUPERANNUATION: a. Persons who become pensionable officers 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 officers of a local authority are required, in respect of the Local Government (Spouses and Childrens Contributory Pension) Scheme, 1986, to contribute to the local authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the Scheme. For Class D officers the minimum retirement age is 60 and the maximum retirement age is 65. Personnel Department (June 2017) Page 2
b. Persons who become pensionable officers 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). For Class A non new entrants as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, the minimum retirement age is 60 and the maximum retirement age is 65. For Class A new entrants as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004 the minimum retirement age is 65 with no maximum retirement age. c. Persons who become pensionable officers of a local authority for the first time on or after 1 January 2013 are assigned to Public Service Pensions (Single Scheme & Other Provisions) Act 2012. Therefore, the conditions of employment regarding retirement age and superannuation shall be as follows: The minimum retirement age is 66 in line with State Pension contributory age. This will increase to 67 in 2021 & 68 in 2028. Scheme members must retire at age 70. You are liable to pay the Class A rate of PRSI contribution. You are required in respect of superannuation to contribute at the rate of 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) plus 3% of pensionable pay. d. Officers on temporary contracts must pay superannuation and Spouses and Childrens Pension Scheme contributions. At end of employment, where the employment period is less than 2 years, contributions will be refunded, adjusted for tax/other state deductions. If your service exceeds 2 years, your superannuation entitlement will be preserved to the minimum retirement age and payable at the minimum state pension retirement age. 7. CHANGES TO TERMS AND CONDITIONS:- The rate of remuneration, increment arrangements, and any terms & conditions may be adjusted from time to time in line with Government policy. 8. RECRUITMENT:- Selection shall be by means of a competition based on an interview conducted by or on behalf of the Local Authority. Cork County Council reserves its right to shortlist candidates in the manner it deems most appropriate. Short-listing will be on the basis of information supplied on the application form. A panel may be formed on the basis of such interviews. Candidates whose names are on a panel and who satisfy the Council that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panel, be appointed as appropriate vacancies arise. The life of the panel shall be for a period of one year from the date of its formation. Cork County Council will not be responsible for any expenses a candidate may incur in attending for interview. For the purpose of satisfying the requirement as to health, it will be necessary for successful candidates, who are not already permanent employees before they are appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority. Cork County Council shall require persons to whom appointments are offered to take up such appointments within a period of not more than one month and if they fail to take up appointment within such period or such longer period as the Council in its absolute discretion may determine, the Council shall not appoint them. Personnel Department (June 2017) Page 3
Application forms and further details can be downloaded from our website at www.yourcouncil.ie or are available from the Personnel Department, Cork County Council, Carrigrohane Road, Cork (Tel: 021-4285511 or e-mail: recruitment@corkcoco.ie) with whom completed application forms must be lodged not later than 4.00p.m. on Monday 3 rd July, 2017. Any claim in relation to the late receipt of application forms will not be entertained unless such claim is supported by a certificate of evidence of postage from the appropriate postal authority. CORK COUNTY COUNCIL IS AN EQUAL OPPORTUNITIES EMPLOYER NOTE - RE: CANVASSING Any attempt by a candidate himself or herself or by any person(s) acting at the candidate s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate s favour, any member of the staff of Cork County Council or person nominated by Cork County Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought. Personnel Department (June 2017) Page 4
ESSENTIAL SKILLS, EXPERIENCE & KEY COMPETENCIES Candidates are expected to be able to demonstrate in their application and at interview that they possess the following competencies through the experience and skills they have gained to date: Management and Change - Can engage in departmental and cross departmental consultation and understands the views of relevant stakeholders. - Identifies causes and consequences of problems. - Communicates priorities within their area and ensures staff and stakeholder buy-in. - Challenges the status quo to see how systems, processes and practices may be improved. - Recognises that people react differently to change and manages this accordingly. - Demonstrates innovation and creativity to secure successful strategic outcomes. - Is aware of Council priorities, directions, concerns and policy agendas and demonstrates consideration of these in all actions. Delivering Results - Effectively deals with a wide range of information sources, investigating all relevant issues - Draws accurate conclusions and makes balanced and fair recommendation backed up by evidence - Takes ownership of tasks and is determined to see them through to a satisfactory conclusion - Accurately estimates time parameters for projects, making contingencies to overcome obstacles - Addresses issues logically and on a step by step basis. - Shows good judgement and balance in making decisions or recommendations - Considers the implications for those affected by the decisions. - Encourages team members to come up with potential solutions to operational problems. Personal Effectiveness - Demonstrates appropriate and positive self confidence. - Operates effectively in an environment with significant complexity and pace. - Is enthusiastic about the role, and is motivated in the face of difficulties and obstacles. - Does more than is required or expected, anticipating situations and action to pre-empt problems. - Manages their time effectively, focusing on essential tasks and responsibilities. - Provides clear explanations to stakeholders and is up front in dealings with stakeholders. - Demonstrates emotional maturity, cultural awareness and flexibility in responding to a diversity of individuals and situations. - Learns from experiences: is not afraid to constantly improve. - Demonstrates and encourages innovation and new thinking. Personnel Department (June 2017) Page 5