Recruitment of Director of National Museum of Ireland Candidate Information Booklet. October 2017

Recruitment of Director of National Museum of Ireland Candidate Information Booklet October 2017 1

Contents THE POSITION... 3 CONDITIONS OF SERVICE... 6 HOW TO APPLY... 11 GENERAL INFORMATION... 14 2

THE POSITION Title of Position: Job Reference Code: Office: Director National Museum of Ireland (5-year contract) NMI0117 National Museum of Ireland, Collins Barracks, Benburb Street, Dublin 7. Location: Dublin 7 Organisation Website: www.museum.ie The National Museum of Ireland ( NMI ), which has its headquarters at Collins Barracks, Benburb Street, Dublin 7, was established as an independent body on 3 May 2005 under the provisions of the National Cultural Institutions Act, 1997 with a Board and a Director who operates its overall governance. The Board comprises a chairperson and 15 ordinary members. The principal functions of the Board of NMI, as set out in Section 11 of the National Cultural Institutions Act, 1997, are: To maintain, manage, control, protect, preserve, record, research and enlarge the collection of museum heritage objects for the benefit of the public and to increase and diffuse in and outside the State knowledge of human life in Ireland, of the natural history of Ireland and of the relations of Ireland in these respects with other countries. The National Museum of Ireland (NMI) is Ireland s largest national cultural institution. It is responsible for collecting and preserving objects and knowledge relating to the history and culture of Ireland and its place in the wider world. The NMI operates from four separate Museum sites three in Dublin and one at Turlough Park, Castlebar, Co. Mayo. The Museum attracts over 1.2million visitors per annum and provides a wide range of visitor services and programmes at each of its sites. There are currently 160 professional and administrative staff distributed across the organisation. THE ROLE The Director of the National Museum of Ireland, reporting to the Chair and Board of Directors, will be responsible for leading the Museum and overseeing its operations as follows: leading the staff and day-to-day operations; developing and implementing the NMI Masterplan and associated strategies and policies; ensuring the professional care of the Museum collections; promoting appropriate initiatives and implementing organisational change. The role of Director of the National Museum of Ireland includes the following: Provide support to the Chair and Board of the NMI in development and implementation of effective corporate governance structures. In association with the Board of the NMI, coordinating, refining and implementing the NMI Masterplan and associated strategic and operational business plans; Leading on preparing for and implementing significant change and reform; Actively leading the management team and utilising resources efficiently and effectively and implementing performance measures to deliver on objectives; Leading the Museum staff, strengthening capability and capacity across the organisation to deliver on objectives and developing a culture of open communications, development and learning; Ensuring the Museum collections and associated facilities are managed to professional museum standards; Ensuring the appropriate protection of collections that are in storage; 3

Preparing annual budgets and plans and closely monitoring performance against specific targets and making optimum use of resources using ICT and new delivery models; Initiating a long-term international development and sustainable funding plan from public and private sources; Leading the Museum s participation in the Irish Museum s Standards Programme; Leading the NMI participation in Creative Ireland initiative; Challenging the Museum to become a world-class innovator in Museum presentations, on-line and on social media; Cultivating partnerships and encouraging community and international involvement and participating in civic, business and cultural activities that benefit the Museum. Build and maintain a good working relationship with the Museum s parent department, the Department of Culture, Heritage and the Gaeltacht, particularly in relation to compliance with Public Sector policy, procedures and guidelines and to the Code of Practice for the Governance of State Bodies. PERSON SPECIFICATION The person appointed will have a proven track record as a leader and senior manager in a large or complex organisation in either the public or private sector. S/he will have the capacity, qualities and experience to lead the Museum in a time of major change as it faces new opportunities and challenges. S/he will demonstrate a deep professional understanding of the particular curatorial and custodial responsibilities that attaches to the post of Director of a major national cultural institution, an understanding of the environment in which Irish cultural institutions operate and an awareness of the connection between the success of the Museum and broad national objectives in the cultural, economic, academic and social spheres. The Director will have a good grasp of the financial requirements and will be willing to embark on strategic fundraising and commercial initiatives. S/he will have: Excellent interpersonal skills with an ability to build effective relationships internally and externally at a senior level including with cultural institutions and other bodies under the aegis of the Department, local authorities, and other stakeholders; Strong communications and marketing skills with the ability to develop and implement a cohesive communications programme aimed at key stakeholders, internally within the Department, across Government, with stakeholders in the cultural area and internationally, utilising multiple communications platforms; Demonstrated commitment, drive, energy, enthusiasm and a well-developed leadership capacity to manage and motivate staff and influence senior management in other organisations; Project management experience in a multi-disciplinary environment in which multiple strands of the programme will need to be managed and progressed simultaneously; Proven management, governance and organisational skills to deliver a comprehensive programme while working with the team to ensure that the programme demonstrates value for money and complies with public expenditure norms; The ability to anticipate and manage a high profile and defining policy initiative, and to be innovative, in a complex, fast-moving environment. Essential Requirements The successful candidate must be able to demonstrate: A strong academic background qualified to a minimum Level 9 qualification; A minimum 7 years proven senior management and leadership experience in a large or complex organisation in either the public or private sector; A deep professional understanding of the particular curatorial and custodial responsibilities that attaches to the post of Director of a major cultural institution; 4

An understanding of the environment in which Irish cultural institutions operate and an awareness of the connection between the success of the Museum and broad national objectives in the cultural, economic, academic and social spheres; An understanding of the latest thinking in professional museum/gallery practice and the management of collections; A collaborative leadership style, developing and maintaining positive relationships; Strong presentation, interpersonal and influencing skills, including the capacity to represent and act as an advocate for the Museum; Strong strategic thinking skills, comfortable with detail but with an eye on the big picture at all times; Proven administrative, business management and people skills, including an ability to manage a diverse, multi-disciplinary team in a complex environment; An ability to identify the need for change and to have instituted and driven appropriate change initiatives and programmes; A knowledge and understanding of Irish history, archaeology and heritage, and an appreciation of the role of the NMI in advancing learning and scholarship on all fields relating to the study of the past. Desirable Requirements The successful candidate should be able to demonstrate: Having experience of managing a museum/gallery of comparable size, character and complexity with a demonstrated record of excellence; The presence, stature, realism and credibility to project a professional image, both internally and externally; Resilience, maintaining composure in adverse or challenging situations; Creativity and resourcefulness, but also high organisational ability and focus; A high level of personal integrity, drive and enthusiasm and be committed to excellence. Please note this Job Description is not intended to be a comprehensive list of all the duties involved and consequently, the ultimate post holder may be required to perform other duties as appropriate to the post which may be assigned to him/ her from time to time and to contribute to the development of the post while in office Reporting and Working Relationships The Director is responsible to the Board of the NMI for the proper and efficient management of the Museum. The Secretary General of Department of Culture, Heritage, and the Gaeltacht, is the Accounting Officer for the National Museum of Ireland. The Director has a responsibility to the Department of Culture, Heritage, and the Gaeltacht in all matters of financial administration. 5

CONDITIONS OF SERVICE SALARY The salary scale for the post is at Principal Officer Higher level + Allowance. This scale is currently Personal Pension Contribution (PPC) 99,845 103,317 106,807 110,289 113,258 116,385 119,514 This rate will apply where the appointee is an existing civil or public servant appointed on or after 6th April 1995 or is newly recruited to the Public Service and is required to make a personal pension contribution Non-Personal Pension Contribution (Non-PPC) 95,018 98,322 101,638 104,942 107,766 110,741 113,711 This rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. This rate of remuneration is gross before deduction of all statutory and agreed deductions including all applicable income, taxes, levies and the employee's contribution to the relevant pension scheme. Important Note Candidates should note that entry will be at the minimum of the scale and the rate of remuneration, including incremental progression, will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Candidates attention is also drawn to the Important Note on Pensionable Benefits set out at the Superannuation and Retirement section below. PAYMENT ARRANGEMENTS Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) into a bank account of the employee s choice. Payment cannot be made until a bank account number, BIC and IBAN have been supplied to the NMI. Statutory deductions from salary will be made as required. Any overpayment of salary or of travel and subsistence will be deducted from future salary payments. The successful applicant will be required to remit any fees or other monies payable to or received by her/him from any third party by virtue of his/her post to the NMI. TENURE & PERFORMANCE The appointment will be on the basis of a five year fixed term contract of employment. An initial probationary period of up to 11 months from the date of appointment will apply. During the probationary period, the successful applicant s performance will be subject to review by the Board of the NMI to determine whether the staff member: I. has performed in a satisfactory manner II. has been satisfactory in general conduct 6

Prior to completion of the probationary period a decision will be made as to whether or not the probationary employee will be retained. An extension of the probationary period may arise in appropriate circumstances. Notwithstanding the preceding paragraphs, the employment may be terminated at any time prior to the expiry of the probationary period by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005. After completion of the probationary period a contractual notice period of 3 months prior written notice will apply to the NMI and the successful candidate. The probationary period will be temporarily suspended where a probationary employee is absent due to an authorized or statutory leave. The Director s employment requires continuous performance consistent with the highest standards expected of senior executives. Performance will be subject to continuous appraisal and review with at least annual reviews which will be recorded in writing. LOCATION The initial place of work for the Director will be at the National Museum of Ireland, Collins Barracks, Benburb Street, Dublin 7. The NMI reserves the right, at its discretion, to change this location to any other place within Ireland. The Director will be required to travel in the performance of his/her duties and must have access to her/his own transport. HOURS OF ATTENDANCE Hours of attendance will be fixed from time to time but will amount to not less than 43 hours 15 minutes gross per week. Candidates should note that hours of attendance may be adjusted from time to time in line with Government policy. The appointee will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time. ANNUAL LEAVE The annual leave allowance for this post will be 30 working days per annum. THE ORGANISATION OF WORKING TIME ACT 1997 The terms of the Organisation of Working Time Act, 1997 will apply, where appropriate, to this appointment. SICK LEAVE The NMI operates a sick leave/sick pay scheme. Payment for absences due to illness/injury will be in accordance with the provisions of the NMI s sick leave scheme subject at all times to compliance with the terms of the scheme. Sick leave arrangements are subject to Government policy and any changes applying generally to the public service. An employee of the NMI who is subject to Class A PRSI and in receipt of sick pay will be required to sign a mandate directing the Department of Social Protection to pay any illness or other social welfare payments the NMI. Payment of salary during illness is at all times subject to the staff member making the relevant claims for social insurance benefits and in a timely manner. 7

SUPERANNUATION AND RETIREMENT The successful applicant will be offered the appropriate superannuation prevailing in the Public Service at the time of being offered appointment. Further information is available on request. The following information is general in its nature and is not intended to be a comprehensive summary of public service superannuation or the rules and restrictions relating to same. Former civil or public servants who retired from the civil/public service or who otherwise availed of various incentivised schemes are reminded to check their eligibility for re-entering employment in the public service and/or the potential consequences of doing so on any payments made or pensions in payment. In this regard, applicants are reminded of the following: Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees under the ISER are prohibited from applying for another position in the same employment or the same sector. Such retirees are ineligible for this appointment while the above restriction continues in force. Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme are not be eligible for re-employment in the public health sector or in the wider public service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS except that in the case of VRS, the prohibition is for a period of 7 years after which time any re-employment requires the approval of the Minister for Public Expenditure and Reform. Applicants who availed of either of these schemes are not eligible for this appointment while the above restrictions apply (unless, where applicable, the relevant 7 years have expired and Ministerial consent has been obtained). Redundancy Payments to Public Servants Department of Public Expenditure and Reform letter dated 28 th June 2012 to Personnel Officers notified a Collective Agreement 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 with effect from 1 st June 2012. It is a condition of the Collective Agreement that persons availing of the agreement are not be eligible for re-employment in the public service by any public service body for a period of 2 years from termination of employment. After the 2 year period the consent of the Minister for Public Expenditure and Reform is be required prior to re-employment. Applicants who availed of this scheme will be ineligible while the above restrictions apply (unless the relevant 2 years have expired and Ministerial consent has been obtained). Declaration Any applicant offered a role will be required to declare whether she/he has previously availed of any of the foregoing schemes and to declare any entitlements to any civil or public service pension benefit (in payment or preserved) from any other civil/public service employment and/or where they have received a payment-in-lieu of any public service employment. In all cases it will be a condition of employment that the successful applicant makes full disclosure to the NMI of all relevant facts about his or her prior employment relevant to the above matters and that she/he secures all necessary contents or permissions. A failure by a relevant applicant to do so and/or any breach of any of the foregoing schemes resulting from the applicant s employment by the NMI will be grounds for summary dismissal. 8

Superannuation New Recruits In general, an appointee who has never worked in the public service will be offered appointment based on membership of the Single Public Service Pension Scheme (the Single Scheme ). Details of the Scheme are at www.per.gov.ie/pensions The Single Scheme provides for: Pensionable Age The minimum age at which pension is payable is at age 66 (rising to 67 from 2021 and 68 from 2028) in line with changes due to the State pension age. Retirement Age Scheme members must retire at reaching age 70. Pension Abatement & Eligibility In certain cases, 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 and he or she is entitled to re-enter employment in the civil/public service, then his/her pension will be subject to abatement in accordance with the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. If the appointee was previously employed in the civil service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular Letter LG (P) 06/2013 which render such a retiree ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Arrangements may be available 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. Ill-Health Retirement / Permanent Health Insurance /Income continuance An individual who has retired from a civil/public service body on the grounds of ill-health will be subject to review in accordance with the rules of the applicable pension scheme of that employment. An employee cannot be in receipt of capability based/ill-health payments based on being unfit for work (e.g. ill-health early retirement pension or income continuance payments) and actively employed by the NMI. Any applicant in such a position is advised to seek clear medical advice on their fitness to return to work and the consequences of same for any payments being made under ill-health early retirement schemes, permanent health insurance schemes, etc. Superannuation of existing public servants A successful applicant who has worked in a pensionable capacity in the public service prior to taking up the appointment may be eligible to retain his/her prior superannuation arrangements and/or to enter a scheme other than the Single Scheme. Specifics will be discussed and documented with the relevant candidate if/where this arises. FEMPI & Pension-Related Deduction The appointment is subject to the pension-related deduction in accordance with the Financial Emergency Measure in the Public Interest Act 2009. CONTRACT ARRANGEMENTS A five-year fixed term contract of employment as Director with the NMI will be offered to the successful applicant on terms and conditions determined by the NMI with the consent of the Minister for Culture, Heritage, and the Gaeltacht and the Minister for Public Expenditure and Reform. 9

ETHICS IN PUBLIC OFFICE ACT The Director will be subject to the Ethics in Public Office acts 1995 and 2001 and will be obliged to act in accordance with any guidelines or advice published or given by the Standards in Public Office Commission. Guidelines for public servants on compliance with the provisions of the Ethics in Public Office Acts 1995 and 2001 are available on the Standards Commissions website: www.sipo.gov.ie OTHER CONDITIONS OF EMPLOYMENT Please note that any offer of employment made to a successful applicant shall be subject to assessment including satisfactory verification of references and a pre-employment medical. Further information on the conditions of employment will be outlined in the contract of employment for the successful candidate. 10

HOW TO APPLY Mazars will be managing all aspects of this recruitment process on behalf of the NMI. Suitably qualified applicants are required to apply by way of: 1. a cover letter outlining why he/she wishes to be considered for the post and where s/he believes his/her skills, experience and values meet the requirements of the position of Director; 2. a personal statement outlining his/her suitability for the role of Director; and 3. a comprehensive curriculum vitae. The CV musty include a clear statement of the professional qualifications held and date of qualification to demonstrate the applicant meets the qualification standards. The cover letter, personal statement and CV must be submitted via the online portal at www.mazars.ie/consulting/hrservices (quoting job reference code NMI0117). No enquiries or canvassing must be made to the NMI. Canvassing is prohibited. For more information contact a member of the Executive Recruitment Team in Mazars on 00353 1 4494400 or at execrecruit@mazars.ie. Closing Date Deadline for applications is: Friday, 3 rd November 2017 at 5.00pm. Applications will not be accepted after the closing date and late applications will be ineligible for consideration. Therefore it is your responsibility to ensure that you have allowed sufficient transmission time for receipt by Mazars of your application. Applicants must ensure they retain a copy of the email submitted to Mazars including the date and time in case of any queries. An acknowledgement email will generally be issued in respect of all applications received (simply acknowledging receipt and it will not confirm eligibility or otherwise). If an applicant does not receive an acknowledgement email within 2 working days of date of submission, the applicant should contact the Executive Recruitment Team in Mazars by email (execrecruit@mazars.ie) to ensure the application has been received. Selection Process The NMI with the assistance of Mazars will conduct the applicant selection process. The approach employed will include: 1. Review by Mazars of all applications received. 2. Removal of ineligible applicants based on information provided by applicants. 3. Consideration by review panel of all applicants who appear eligible based on applicant supplied information. 4. Shortlisting of applicants by the review panel on the basis of the information contained in the application; 5. A competitive interview conducted by an interview board (to include a 15 minute presentation). 11

Shortlisting A shortlisting exercise will be employed and a review panel will assess the applications received (which have not been disqualified on eligibility grounds) against the eligibility criteria set out in this Information Booklet to see how the experience and skills as described by applicants match the needs of the NMI for this post. The criteria for the shortlisting exercise will be based on the requirements for the post as outlined in this Information Booklet. It is very important that applicants give careful consideration to the information contained in this Information Booklet and how they present their relevant qualification, skills and experience by reference to same in their cover letter/email and CV. Please also note that while an applicant may meet the eligibility requirements, it is unlikely that all eligible applicants will be invited for interview. The shortlisting process will be a qualitative assessment of the information provided by applicants by reference to the criteria set out in this Information Booklet and it is intended to reduce the number of applicants who are invited to interview. The NMI will rely on the shortlisting process to select candidates for interview. The candidates whose applications, in the opinion of the review panel, appear best suited to the position will be short-listed for interview. The review panel will comprise of a subgroup of the Interview Board. Interview Short-listed applicants will be invited to attend for interview. The interview process will canvass applicants relevant qualifications, skills, experience and other requirements of the role (both essential and desired) as outlined in this Information Booklet. The interview board will comprise selected members of the Board of the NMI, including the Chair, two external subject experts and a representative from Mazars. References The successful applicant/appointee-designate (which may include reserve applicants) will be required to furnish references. Interested applicants should start considering the names of people who might be submitted as referees, seeking referee consent, etc. The NMI, acting through Mazars, will require 3 professional referees (names and contact details will be sought in due course and are not required with the application). The initial 3 referees do not need to include an applicant s current employer. Referees should be able to provide relatively recent accounts on the applicant s professional performance and behavior in a work context. Applicants may wish to nominate referees that can provide such information from different perspectives or in different work contexts. Referees will only be contacted if an applicant is under consideration post-interview. The successful applicant/appointee-designate to whom it is intended to make an offer of employment we be required a provide a reference from his/her current employer prior to the recommendation for appointment. The successful applicant shall also be required to complete a number of other clearance processes such as health and character declarations, a pre- employment medical, any other checks as deemed necessary. Prior to recommending an applicant to the NMI for appointment Mazars will make such enquiries as Mazars consider necessary to determine the suitability of the applicant for the role. Applicant consent will be sought where appropriate or necessary. Until all stages of the recruitment process have been fully completed no final determination will be made and no appointment or employment can be implied from the process until such time as the appointee -designate has entered into his or her written contract of employment with the NMI. 12

If the successful applicant / appointee designate declines the offer of employment or having accepted it, relinquishes it, the NMI may at its sole discretion select and recommend another applicant from the current selection process. The NMI reserves the right not to appoint a candidate and/ or to cancel the competition at any stage. NMI Organisation Structure Prospective applicants for the role of Director are advised to familiarise themselves with the below Organisation Structure for the NMI: 13

GENERAL INFORMATION CONFIDENTIALITY Applicant confidentiality will be respected at all stages of the recruitment process. Applicants should however note that all application material will be made available to the NMI. LEGAL COMPLIANCE Mazars and the NMI are committed to complying with all relevant legislation over the course of this recruitment campaign, including the Employment Equality Acts 1998-2015, the Data Protection Acts 1988 and 2003, and the Freedom of Information Act 2014. EXPENSES Neither Mazars nor the NMI will be responsible for any expenses including travel expenses incurred by applicants in connection with their candidature. APPLICANT OBLIGATIONS Applicants must (i) have the knowledge and ability to discharge the duties of the post concerned; (ii) be suitable on the ground of character and (iii) be suitable in all other relevant respects for appointment to the post. CONFIDENTIALITY Candidate confidentiality will be respected at all stages of the recruitment process. Applicants should however note that all application material will be made available to those with direct responsibility for the recruitment process within the NMI. LEGAL COMPLIANCE Mazars and the National Museum of Ireland are committed to complying with all relevant legislation over the course of this recruitment campaign, including the Employment Equality Acts 1998-2011, the Data Protection Acts 1988 and 2003, and the Freedom of Information Acts, 1997, 2003 and 2014. EXPENSES Mazars and/or the National Museum of Ireland will not be responsible for any expense, including travelling expenses, candidates may incur in connection with their candidature. CANVASSING Canvassing will result in disqualification from the competition. If successful, they will not be appointed to the post unless they (i) 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 and (ii) are fully competent and available to undertake, and fully capable of undertaking, the duties attached to the position. Applicants must not: Knowingly or recklessly provide false information Canvass any person with or without inducements Interfere with or compromise the process in any way CANVASSING Canvassing will result in disqualification from the competition. EQUALITY The NMI is committed to a policy of equal opportunity. 14