Census of Population 2016 Temporary vacancies for senior

Census of Population 2016
Temporary vacancies for senior manager
Open competition for appointment to the position(s) of:
1. Census Liaison Officer
2. Census Regional Supervisor
INFORMATION BOOKLET FOR CANDIDATES
Candidates are advised to carefully study this booklet before completing the
on-line application form.
The CSO is an equal opportunity employer and is committed to the principles of good
recruiting practice
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Note: This competition, and any offer of appointment arising therefrom is governed by the terms
of article 39(4) (formerly Article 48(4)) of the EC Treaty as interpreted by the European Court of
Justice. Citizens of non-EEA states will not be eligible to compete. The European Economic
Area consists of the member states of the European Union along with Iceland, Liechtenstein and
Norway.
Background to the Central Statistics Office
The Central Statistics Office (CSO) is an independent statutory body under the aegis of the Taoiseach,
which is responsible for the compilation and dissemination of official Irish statistics. The function of the
CSO is to meet the statistical requirements of the government, EU, business, researchers and the
general public. At present, the Office has a core staff of almost 600 office-based staff and 150
permanent field staff.
A Census of Population will be held on Sunday 24th April 2016. A large force of temporary field
personnel will be recruited to conduct the census enumeration. For census purposes, the country will
be divided into 44 designated regions each comprising between 9 or 10 field districts. The field force
structure will be as follows:
•
6 Census Liaison Officers
•
44 Regional Supervisors
•
430 Field Supervisors
•
Approximately 4,700 Enumerators
The Central Statistics Office is holding a competition to recruit 6 Census Liaison Officers (based in
Swords, Co Dublin) and 44 Census Regional Supervisors (based in Dublin and regional centres). A
list of proposed census regional office locations is included in Appendix 1 of this document. Successful
candidates may be offered fixed purpose contracts commencing in September/October 2015 for a
period not exceeding 9 months.
Application
Applications will be taken only through this website from 30 April 2015 and the competition will close at
5.00pm on Friday 8 May 2015, or when the total number of applications received reaches 1,200,
whichever is the earlier. In the event that the competition closes before the 8 May, a notice to this effect
will be posted on this website.
Please note that a single competition is being run for both positions.
Please also note that candidates may apply online for both senior manager positions or they
may opt to apply for one or other of the positions only. However, once the closing date for the
competition has passed, candidates will not, under any circumstances, be permitted to change
the job preference stated on their application form.
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Eligibility to compete and certain restrictions on eligibility
Candidates should note that eligibility to compete is open to citizens of the European Economic Area
(EEA). The EEA consists of the Member States of the European Union along with Iceland,
Liechtenstein and Norway. Citizens of non-European Economic Area (EEA) States are not eligible to
compete.
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. Thereafter the
consent of the Minister for Public Expenditure and Reform will be required prior to re-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) and the Minister’s consent will have to be secured prior
to employment by any public service body.
Civil Service Incentivised Scheme for Early Retirement (ISER) (Department of Finance Circular
12/09)
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 that Scheme, are debarred from applying for another
position in the same employment or the same sector. Therefore, such retirees may not apply for this
position.
Department of Health and Children Circular (7/2010)
The Department of Health and Children 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 will 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 the prohibition is
for a period of 7 years, after which time any re-employment will require the approval of the Minister for
Public Expenditure and Reform. People who availed of either of these schemes are not eligible to
compete in this competition.
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. Thereafter, the consent of the
Minister for Public Expenditure and Reform will be required prior to re-employment. 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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Personal Specification
1. ESSENTIAL REQUIREMENTS – to be eligible for consideration, candidates must
♦ have previous experience as a manager reporting directly to the Chief Executive or Senior
Management of a large company or organisation
♦ have extensive experience of staff management, preferably in a remote management situation,
and the organisation of work for groups of at least 10 people
♦ have experience of organising and delivering training programmes
♦ have excellent command of English, both written and spoken
♦ be computer literate and be familiar with basic Microsoft packages
♦ have full-time availability for the contract term
♦ hold a current full clean driving licence and have the full-time use of a car for the contract term
♦ be a citizen of European Economic Area (EEA)
2. DESIRABLE that candidates should have
♦ a Leaving Certificate or equivalent or higher qualification
♦ had direct involvement in the recruitment of staff at all levels and with a proven knowledge of
employment legislation relating to fixed purpose contracts
MAIN DUTIES AND RESPONSIBILITIES
♦
Census Liaison Officers will work in the census headquarters office in Swords, Co. Dublin for the
duration of their contracts. They will be the key link personnel between the census field operation
and central census headquarters. Each Census Liaison Officer will be responsible for the field
operation in 7 or 8 regions. This will entail close monitoring of the progress of the enumeration,
relaying advice and implementing instructions from census headquarters to the field force and dayto-day problem solving. They will also assist census headquarters staff in the recruitment of the
Field Supervisors and Enumerators.
♦
A Census Regional Supervisor will have responsibility for the efficient and satisfactory conduct of the
census enumeration in a designated region. S/he will work from a designated regional office and will
have responsibility for 9 or 10 Field Supervisors who in turn will have a team of Enumerators under
their control. A Regional Supervisor will be required to assist in the recruitment and training of the
field staff in his/her region and neighbouring regions and to exercise stringent quality control on their
work. S/he will work under the guidance of an assigned Census Liaison Officer.
Appropriate training will be provided in census headquarters in Dublin on appointment to these posts.
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Job Specification – Census Liaison Officer
Headquarters:
Central Statistics Office, Swords, Co Dublin
Reports to:
Senior management in central census administration
Manages/controls: The work of 7 or 8 Regional Supervisors
Responsibilities:
Responsible for the satisfactory and successful conduct of the census
enumeration in 7 or 8 census regions. The Census Liaison Officer acts in a key
link capacity between the central census administration in Dublin and the census
field operation. S/he will assist in the general preparations for the census
fieldwork.
Duties
Census Liaison Officers must:
•
familiarise themselves with the IT systems relevant to the role
•
manage field operations in a region to ensure cost effective and efficient delivery and collection
of census forms
•
provide direction and support to a team of Regional Supervisors
•
manage risks to field collection operations
•
produce high level management reports as required
•
have the ability to recruit, train and maintain a large temporary field force
•
have involvement across a wide range of human resource management issues
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Job Specification – Census Regional Supervisor
Headquarters:
Designated regional office with clerical assistance provided by a temporary Clerical
Officer
Reports to:
Census Liaison Officer in the census headquarters office in Swords, Co Dublin
Manages/controls: The work of some 9 or 10 Field Supervisors and up to 120 Enumerators
Responsibilities:
Responsible for the efficient and satisfactory conduct of the 2016 census
enumeration in a designated region of the country. This entails strict monitoring of
the progress of the enumeration in each field district in the assigned region in
accordance with the detailed instructions issued by census headquarters in
Swords, Co Dublin and within all of the specified deadlines.
Duties
Census Regional Supervisors must:
•
familiarise themselves with the IT systems relevant to the role
•
recruit and provide leadership for a team of field supervisors and enumerators
•
manage risks to field collection operations
•
implement an enumeration plan for a defined region as directed by census management
•
have involvement across a wide range of human resource management issues
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Principal conditions of employment as Senior Manager
General
1. The appointment is subject to the Civil Service Regulation Acts 1956 to 2005, the Public Service
Management (Recruitment and Appointments) Act 2004, and any other Act for the time being in
force relating to employment in the Civil Service.
Pay
2.1 For the position of Census Liaison Officer the rate of pay will be €791.96 and will be payable
weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of the officer’s choice.
Payment cannot be made until the officer supplies a bank account number and bank sort code to the
Census Recruitment Section.
2.2 For the position of Census Regional Supervisor the rate of pay will be €599.73 and will be payable
weekly in arrears by Electronic Fund Transfer (EFT) into a bank account of the officer’s choice.
Payment cannot be made until the officer supplies a bank account number and bank sort code to the
Census Recruitment Section.
Statutory deductions from salary will be made as appropriate by the Central Statistics Office. If you are
already in receipt of a public service pension, abatement arrangements may apply to pay due to you
under this contract.
Terminal Payment
3. At the end of the contract a terminal payment of €950.00 in the case of Census Liaison Officers and
€850.00 in the case of Census Regional Supervisors may also be paid to those who continue in
employment until his/her services are no longer required and who satisfy the following criteria:
•
the census is completed satisfactorily for the area for which the officer had responsibility,
•
specified deadlines for the completion of the census operation in the census regions for which
the officer had responsibility have been achieved,
•
the officer has performed his/her duties in a satisfactory manner,
•
the officer has displayed good time management skills and adhered to travel guidelines,
•
the officer has been satisfactory in general conduct.
Under no circumstances will a terminal payment exceed €950.00 in the case of Census Liaison
Officers or exceed €850.00 in the case of Census Regional Supervisors.
Overpayment of salary
4. Officers will agree that any overpayment of salary or of travel and subsistence may be deducted
from future salary payments due to them in accordance with the Payment of Wages Act, 1991. The
Central Statistics Office will advise in writing of the amount and details of any such overpayment
and give at least one week's notice of the deduction to take place and will deduct the overpayment
within six months of such notice in accordance with the Act.
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Tenure
5. The appointment is to a temporary, full-time, non-established position in the Civil Service. It carries
no entitlement to established status by way of limited competition or otherwise.
6. The appointment may be terminated at any time by either side in accordance with the Minimum
Notice and Terms of Employment Act, 1973 to 2005.
7. In accordance with the Protection of Employees (Fixed Term Work) Act, 2003, the contract is on a
fixed purpose contract basis only on the following grounds; this appointment will commence from 28
September 2015 in the case of a Census Liaison Officer and 27 October 2015 in the case of a
Census Regional Supervisor and will be to manage the census 2016 field operation. These
appointments will terminate when all assigned duties have been completed but in any event no later
than 1 July 2016.
8. The Central Statistics Office reserves the right to terminate the officer’s employment prior to the
date of cessation on giving of the appropriate notice set down in the Minimum Notice and Terms of
Employment Acts, 1973 to 2005. The Central Statistics Office also reserves the right to terminate
the officer’s employment for stated reasons.
9. In the event of unsatisfactory performance of duty, the appointment may be terminated by
notification in writing one week prior to the proposed date of termination.
10. In the event of serious misconduct the appointment may be terminated without notice.
11. In the event of the appointment being terminated under the terms of paragraphs 8, 9 or 10 above,
no remuneration or compensation will be payable other than that applicable to work carried out and
no additional payment of any amount will be payable.
12. This position will be subject to satisfactory completion of a probationary period of 8 weeks on
commencement of the contract. During the period of probation, the officer’s performance will be
subject to review by census management to determine whether he/she:
(i)
has performed his/her duties in a satisfactory manner,
(ii) has displayed good time management skills and adhered to travel guidelines,
(iii) has been satisfactory in general conduct, and
(iv) is suitable from the point of view of health with particular regard to sick leave.
Census management will explain the detail of the probationary process to the officer. Census
management will also carry out an end-of-contract assessment of the officer’s performance.
Unfair Dismissals Acts, 1977-2005
13. The Unfair Dismissals Acts, 1977-2005 will not apply to the termination of an officer’s employment
by reason only of the expiry of this fixed purpose contract without it being renewed.
Duties
14. The officer will be required to perform any duties which may be assigned to him/her from time to
time as appropriate to the position of Census Liaison Officer/Census Regional Supervisor. The
positions are full-time and the officer 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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Attendance at training
15. All officers will be required to attend any training courses or briefing sessions deemed necessary
and to become familiar with the instruction documentation provided.
Hours of Attendance
16. Hours of attendance may vary in accordance with the requirements of the work but will amount on
average to 43.25 hours per week.
Headquarters
17. The officer’s headquarters will be such as may be designated from time to time by the Director
General of the Central Statistics Office. When absent from home and headquarters on official
duties an officer will be paid appropriate travelling expenses and subsistence allowances subject to
normal Civil Service regulations. Travelling expenses are not payable in respect of a journey or
part of a journey which covers all or part of the officer’s usual route from home to headquarters.
Use of Motor Car
18. The officer must hold a current, full driving licence and own or have the full time use of a car during
the period of employment.
The onus will be on the officer to satisfy himself/herself by consulting their insurance provider that
their existing motor policy covers their driving whilst employed on census duties. Officers who are
required to pay higher premiums to effect insurance cover for their own cars because they
necessarily carry goods or equipment while travelling on official business may be recouped, on the
production of the necessary receipts, and a letter from the insurance company detailing the reason
for the extra expenditure involved.
Prior to using their car for official purposes a form of undertaking will have to be signed by the
officer. This form will be issued to them by the Central Statistics Office. When travelling by car on
official duties it is not permissible to carry passengers who are not census personnel or to be driven
by another person who is not employed on the census.
19. In the event that an officer becomes unable to comply with the provisions of section 18 above
his/her appointment will terminate automatically.
Annual Leave
20. The granting of annual leave will be at the discretion of the Director General of the Central Statistics
Office and will be subject to the exigencies of the work requirements. The holiday allowance will be
one-third of a working week per calendar month worked. This allowance, which is subject to the
usual conditions regarding the granting of annual leave, is subject to the Organisation of Working
Time Act, 1997, and is on the basis of a five day week (exclusive of the usual public holidays).
Remuneration for any untaken holiday leave will be made at the end of the contract term.
Sick Leave
21. Pay during properly certified sick absence, provided there is no evidence of permanent disability for
service, may be allowed on a pro-rata basis, in accordance with the provisions of the appropriate
sick leave circulars.
The officer will be required to sign a mandate authorising the Department of Social Protection to pay
any benefits due under the Social Welfare Acts direct to the Central Statistics Office. Payment of
salary during illness will be subject to him/her making the necessary claims for social insurance
benefit to the Department of Social Protection within the required time limits.
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Superannuation and Retirement
22. Successful candidates will be offered the appropriate superannuation terms and conditions as
prevailing in the Civil Service at the time of being offered an appointment. In general, and except for
candidates who have worked in a pensionable (non-single scheme terms) public service job in the
26 weeks prior to appointment (see section titled “Prior Public Servants” below), this means being
offered appointment based on membership of the Single Public Service Pension Scheme (“Single
Scheme”). Key provisions attaching to membership of the Single Scheme are as follows:
Pensionable Age: The Scheme’s minimum pension age will be linked to the State Pension age (66
years initially, rising to 67 in 2021 and 68 in 2028).
Retirement Age: Scheme members must retire at the age of 70.
Pension Abatement
If the appointee was previously employed in the Civil Service or in the Public Service please note that
the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 includes a provision which
extends abatement of pension for all Civil and Public Servants who are re-employed where a Public
Service pension is in payment. This provision to apply abatement across the wider public service came
into effect on 1 November 2012. This may have pension implications for any person appointed to this
position who is currently in receipt of a Civil or Public Service pension or has a preserved Civil or Public
Service pension which will come into payment during his/her employment in this position.
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) , the
Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local
Government (Circular letter LG(P) 06/2013) which, as indicated above, renders a person ineligible for
the competition) the 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
appointee for the purpose of any future superannuation award for which the appointee may be eligible.
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, 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
For an individual who has retired from a Civil/Public Service body on the grounds of ill-health his/her
pension from that employment may be subject to review in accordance with the rules of ill-health
retirement within the pension scheme of that employment.
Prior Public Servants
While the default pension terms, as set out in the preceding paragraphs, consist of Single Scheme
membership, this may not apply to certain appointees. Full details of the conditions governing whether
or not a public servant is a Single Scheme member are given in the Public Service Pensions (Single
Scheme and other Provisions) Act 2012. However the key exception case (in the context of this
competition and generally) is that a successful candidate who has worked in a pensionable (non-single
scheme terms) capacity in the public service within 26 weeks of taking up appointment, would in
general not become a member of the Single Scheme. In this case such a candidate would instead be
offered membership of the pension scheme for non-established civil servants (“Non-Established State
Employee Scheme”). This would mean that the abatement as detailed in section titled “Pension
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Abatement” above would apply, and in addition there are implications in respect of pension accrual as
outlined below.
Pension-Accrual
Appointees who were previously employed in the Civil Service or in the Public Service should note that
the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 became law on 28 July
2012. Since that date the Act imposes a 40-year limit on the total service which can be counted towards
pension where a person has been a member of more than one existing public service pension scheme.
This may have implications for any appointee who has acquired pension rights in a previous Public
Service employment.
Pension-related Deduction
This appointment is subject to the pension-related deduction in accordance with the Financial
Emergency Measures in the Public Interest Act 2009. For further information in relation to pensions
please see the following website:http://www.per.gov.ie/pensions.
Secrecy, confidentiality and standards of behaviour
Official Secrecy and Integrity
23. An officer will, during the term of his/her appointment, be subject to the provisions of the Official
Secrets Act, 1963, as amended by the Freedom of Information Acts, 1997 and 2003. He/she 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.
Civil Service Code of Standards and Behaviour
24. An officer will be subject to the Civil Service Code of Standards and Behaviour.
Ethics in Public Office Act, 1995
25. The Ethics in Public Office Act, 1995, will apply, where appropriate, to these employments.
Officer of Statistics
26. On appointment, an officer will become an Officer of Statistics under the Statistics Act, 1993, and
will be required to sign an undertaking not to divulge any information obtained in the course of
his/her duties to any unauthorised person or body.
Authorisation Card
27. All officers will be supplied with an authorisation card (ID card) certifying their appointment. This
card must be carried at all times while on duty and must be shown on demand.
Prior Approval of Publications
28. All officers will agree not to publish material related to their official duties without prior approval by
the Director General of the Central Statistics Office.
Political Activity
29. During the term of their employment all officers will be subject to the rules governing civil servants
and politics.
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Personnel Code
30. All circulars are available on the website www.codpearsanra.gov.ie or from the Human Resource
Management Section.
Census of Population documentation and equipment
31. All documentation, equipment etc. issued to an officer by the Central Statistics Office for the
purposes of his/her work on the census will remain the property of the Central Statistics Office.
S/he will be obliged to take good care of all such property and observe all conditions which the
Central Statistics Office imposes in relation to the use and care of such property. On termination of
his/her employment or completion of his/her duties, s/he will be required to return all such property
to the Central Statistics Office. All officers will be required to abide by the CSO’s ICT Acceptable
Use Policy.
No Further Entitlements
32. Engagement under this contract does not confer any entitlements to engagement on subsequent
surveys and does not represent any undertaking by the Central Statistics Office to the reengagement of a person appointed for the 2016 census.
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The Selection Process
The selection process comprises two separate stages as outlined below.
Stage 1
Stage 1 will comprise of a shortlisting process based on the information supplied on the application
form and the applicant’s geographical location. The number of candidates invited for interview will be
determined by the Central Statistics Office from time to time having regard to the number of vacancies
to be filled in each part of the country. As applicants will be shortlisted for interview based on the
information provided in their application, it is very important that great care is taken in its completion.
Applicants must be clear and concise about how they exactly meet the requirements for the position
when completing their application as assumptions may not be made about an applicant’s achievements
and ability.
Stage 2
The second stage will consist of a structured competency led interview.
The onus is on all candidates to make themselves available for interview on the date and time specified
by the Central Statistics Office. Any expense incurred in attending for interview and, if successful, in
subsequently taking up employment must be borne by the candidate.
Panel
A panel of successful candidates for each position will be created following this competition from which
the required complement of officers may be drawn. It should be noted that the filling of any posts maybe
subject to prior attempts to fill from available civil/public service surpluses, plus budgetary constraints.
Successful candidates will be appointed from these panels according to their panel placing and
geographical location. An offer of a contract to work as a Census Liaison Officer or Census Regional
Supervisor on the 2016 census will not guarantee a similar subsequent offer of work in the CSO.
The panel will remain in place for the duration of the census. However, the Central Statistics Office
reserves the right to complement or terminate the panel at any time.
Code of Practice
The Central Statistics Office is committed to the principles of good recruiting practice. These principles
involve the fair and impartial selection of the best candidates for the job. The recruitment and selection
process for appointment to these positions will be conducted in accordance with the Code of Practice
titled Code of Practice for Appointment to Positions in the Civil Service and Public Service,
(No.01/07) published by the Commission for Public Service Appointments (CPSA). Complaints/requests
for review will be considered by the Central Statistics Office in accordance with the procedures set out
in the Code of Practice. (See Section on Candidate’s Rights and Obligations.) The Code of Practice
may be accessed by visiting www.cpsa-online.ie.
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Candidates Rights and Obligations
Review Procedures in relation to the Selection Process
The Central Statistics Office will consider requests for review in accordance with the provisions of the
codes of practice published by the CPSA.
Initial Review
•
The candidate must address his/her concerns in relation to the process in writing, setting out the
basis for the complaint being made. A complaint or request for review must be made within 10
working days of the notification of the initial decision. However, where the decision being conveyed
relates to an interim stage of a selection process, the candidate should be informed that a request
for review must be received within 3 working days.
•
Upon receipt of the request for review, the CSO should issue an acknowledgement within 3 working
days.
•
The case should be reviewed by a person other than the individual who made the decision in
question.
•
The outcome must be notified to the candidate within 15 working days of receipt of the complaint or
request for review. Where investigation does not allow a decision within this timeframe, the initial
reviewer must keep the candidate informed of the status of the review and the reasons for the
delay.
•
In communicating the outcome to the candidate, the initial reviewer should indicate that he/she may
seek further review by referring the matter to the Decision Arbitrator. The initial reviewer must
further state that a request to do so must be made within 7 working days of receipt of the outcome
of the initial review.
Review by the Decision Arbitrator
The Decision Arbitrator is appointed by the CSO. The person is unconnected with the selection process
and he/she will adjudicate for review in cases where a candidate is not satisfied with the outcome of the
initial review.
•
The request must be received within 7 working days of the notification of the outcome of the initial
review.
•
Upon receipt of the request for review, the Decision Arbitrator should issue an acknowledgement
within 3 working days.
•
The outcome of the investigation must be notified to the candidate within 10 working days. The
decision of the Decision Arbitrator in relation to such matters is final.
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Obligations placed on candidates
Candidates should note that canvassing will disqualify and will result in their exclusion from the
process.
Candidates must not:
•
knowingly or recklessly provide false information
•
canvass any person with or without inducements
•
impersonate a candidate at any stage of the process
•
interfere with or compromise the process in any way
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
and/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 subsequent to the recruitment process in question, he/she shall
forfeit that appointment.
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Appendix 1
Proposed Census Regional Office Locations
It is intended to establish Census 2016 regional offices in the following locations. Depending on
availability, the location of some offices may be subject to change.
Leinster
Dublin - Central Statistics Office, Ardee Rd
Dublin - Central Statistics Office, Swords
Dundalk
Kilkenny
Longford
Naas
Portlaoise
Trim
Athlone
Wexford
Wicklow Town
Ulster
Cavan
Donegal Town
Letterkenny
Connaught
Carrick on Shannon
Castlebar
Galway City
Sligo
Munster
Clonakilty
Cork - Central Statistics Office
Dungarvan
Ennis
Killarney
Limerick
Mallow
Newcastlewest
Roscrea / Nenagh
Thurles
Tralee
Waterford
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