INFORMATION BOOKLET
PLEASE READ CAREFULLY
Graduate Economist
IN THE
Irish Government Economic & Evaluation Service
(at Administrative Officer Level)
Closing date: 28th October, 2014
The Public Appointments Service is committed to a policy of equal opportunity.
The Public Appointments Service will run this campaign in compliance with the Code of Practice
for appointment to positions in the civil service and public service, prepared by the Commission
for Public Service Appointments (CPSA).
Codes of practice are published by the CPSA and are available on www.cpsa.ie
__________________________________________________________________________________
CONTACT:
PUBLIC APPOINTMENTS SERVICE, CHAPTER HOUSE
26 – 30 ABBEY STREET UPPER, DUBLIN 1
Telephone Number: (353) 1 858 7730
URL: www.publicjobs.ie
INTRODUCTION
What is the Irish Government Economic and Evaluation Service?
Established in 2012, the Irish Government Economic and Evaluation Service (IGEES) is an
integrated cross-Government service charged with enhancing the role of economics, evaluation
and value for money analysis in public policy making. The Service offers wide ranging
opportunities across central Government, with roles available in the likes of macroeconomic
forecasting, expenditure analysis, public policy impact analysis, fiscal policy and climate change
economics.
Purpose
The primary aims of IGEES are to:
 develop and maintain a professional economic and evaluation service within the Civil
Service;
 ensure application of established best practices in policy evaluation in support of better
value for money and more effective policy; and
 facilitate more open policy dialogue with academia, external specialists and stakeholders
across the broad socio-economic spectrum.
Further information is available on http://igees.gov.ie/
The role
The work of the Graduate Economist in IGEES includes:
 Contribution to national policy development across a wide range of areas;
 Briefing and advising senior officials and Ministers;
 Contributing to and conducting expenditure and policy analysis;
 Using economic tools and techniques to address emerging issues;
 Analysing components of significant expenditure;
 Reviewing business cases;
 Conducting evaluations such as Value for Money reviews, Focused Policy Assessments
and other Policy Reviews;
 Carrying out appraisals such as cost benefit and cost effectiveness analyses;
 Economic analysis and economic forecasting;
 Analysis of tax policies and evaluation of tax policies;
 Conducing analyses for Cabinet Committees;
 Providing economic advice and guidance to ensure effective regulation and to support
Government.
Person Specification
The person(s) appointed will be capable of bringing the tools and techniques of economic analysis
to inform evidence based policy and decision making in order to help optimise the use of scarce
resources across Government. In addition s/he will have the capacity to:
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think clearly, analytically and rationally about economic issues;
identify or access appropriate data sources and to analyse data;
summarise information effectively, pulling out the key points succinctly;
communicate complex constructs in a simple way, making issues accessible for noneconomists;
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carry out evaluations and make informed recommendations;
build capacity to make rational, well informed decisions by communicating economic tools
and techniques to others;
balance economic issues with the wider social and political environment in the national
interest;
be resilient, positive and persevere in the face of ongoing challenges;
work effectively with others and to build collaborative networks;
be able to manage a heavy workload and to balance immediate priorities with more longterm projects;
have a strong interest in the wider economic, political and social environment and to be
motivated to want to make a contribution to a well run economy and society.
Training and Development
Key to the development of the IGEES is the continuous professional development (CPD) of its staff
so that relevant economic, evaluation and analytical skills are maintained and enhanced. This will
involve induction training (initial and advanced) in public service practices and topics, as well as
attendance at advanced training modules, master classes, summer schools etc. CPD may also
involve pursuit of further academic qualifications, completion of assignments and short periods of
secondment to relevant international bodies/institutes.
As part of the normal course of career and professional development, staff are reassigned from
time to time to other IGEES units across Government Departments.
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ESSENTIAL REQUIREMENTS
Applicants must,
1. on or before the 31 December, 2014 have achieved
(i) a Masters degree level qualification in Economics/Economic discipline (at least level
9 on the National Framework of Qualifications),
or
(ii) a primary honours degree at minimum 2.1 (at least level 8 on the National
Framework of Qualifications) in which Economics is a single or joint major in the
final degree;
and
2. possess in-depth knowledge of macro and/or microeconomics, current economic issues
and strong qualitative, quantitative and analytic skills,
and
3. demonstrate the competencies outline in Appendix 1.
Desirable:
Ideally, applicants should also possess the following:
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Experience in areas such as economic policy analysis; policy evaluation; econometrics and
modelling; quantitative skills, economic planning; financial risk analysis; applied economics
(health, transport, labour market etc.), fiscal policy and public finance theory
Relevant work experience.
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ELIGIBILITY
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
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 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 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 reemployment 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.
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.
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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THE APPLICATION PROCESS
How to apply
Applications should be made online through www.publicjobs.ie
Before applying candidates must have a “user-account‟ on www.publicjobs.ie or, if you have not
already done so, you must register as a ‘New User’ to create your profile (register a new
account). Please do not confuse registering (creating a profile) with submitting an application.
Once you have created a profile you must then access the application form, complete and submit
it.
Please note the following if you are using the “Chrome” web browser?
If, when you attempt to download the PDF application form, you are seeing a white page
containing the message 'please wait...', you may be encountering an issue with Chrome. Whilst
Chrome will download and save the PDF application form, it doesn‟t open PDF‟s using Adobe, it
tries to open PDF‟s as a tab within the web browser, causing the PDF to crash.
To work around this issue, please follow these steps;
1.
2.
3.
4.
Ensure Adobe has been set as your default PDF Reader.
Shut Chrome down temporarily.
Navigate to the “Downloads” folder on your computer. The PDF application form
will have saved to this location.
Double click on the PDF application form icon and Adobe should open it
(alternatively, right click on the PDF application form icon and select “Open With”
from the drop down menu, then select “Adobe”).
It is strongly recommended that you do not change your email address or mobile phone number
in the course of this recruitment campaign, as most communication and notifications will be sent
to you online (see also paragraph below „Publicjobs Messageboard’).
Once you have submitted your application form it is suggested that you return to your publicjobs
account and confirm that it has been successfully submitted via ‘My Applications’. At this point
you should consider adding publicjobs.ie to your safe senders or contact list within your email
account to avoid not receiving email because a publicjobs e-mail has been blocked.
Only fully submitted applications will be accepted into the campaign. The admission of a person to
the competition, or invitation to undertake any element of the selection process is not to be taken
as implying that the PAS is satisfied that such a person fulfils the essential requirements.
User Name and Password
It is important that you keep note of your username and password as you will need this information
to access your Messageboard.
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Publicjobs Messageboard
Interaction with candidates during the PAS stages of the selection process will primarily be
conducted online. To facilitate communication you need to regularly check your candidate
Messageboard account on www.publicjobs.ie. PAS will send most communication to you through
your Messageboard. Check your Messageboard on a regular basis as email notifications of
updates/tests issued to your Messageboard may sometimes be filtered into your Junk/Spam
email folders. You are also advised to check all these folders regularly.
Closing Date
Your online application must be submitted through www.publicjobs.ie not later than midnight on
28th October, 2014.
Applications will not be accepted after this date.
If you do not receive an acknowledgement of receipt of your application within two working days of
applying, please contact +353-1-8587730.
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THE SELECTION PROCESS
The Selection Process may include the following:
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shortlisting;
a preliminary interview;
presentation exercise;
completion of an online questionnaire;
a competitive interview;
any other tests or exercises that may be deemed appropriate.
Successful candidates will be placed on a panel from which future vacancies may be filled.
Shortlisting
Normally the number of applications received for a position exceeds that required to fill existing
and future vacancies to the position. While you may meet the eligibility requirements of the
competition, if the numbers applying for the position are such that it would not be practical to invite
everyone through to the various stage of the selection process, the Public Appointments Service
may decide that a number only will be called to test and/or interview. In this respect, the Public
Appointments Service provide for the employment of a short listing process to select a group for
test and/ or interview who, based on an examination of the application forms, appear to be the
most suitable for the position. 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 qualifications and/or experience.
During any short listing exercise that may be employed, the Public Appointments Service is guided
by an expert board that 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.
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PRINCIPAL CONDITIONS OF SERVICE
1.
General:
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 the Civil Service.
The appointment is to an established position in the Civil Service on a probationary contract for a
period of one year from the date of appointment. Notwithstanding this paragraph and the
paragraph immediately following below, this will not preclude an extension of the probationary
period in appropriate circumstances. During the period of probation, the appointee‟s performance
will be subject to review by the relevant supervisor(s) to determine whether the appointee:
(i) has performed in a satisfactory manner;
(ii) has been satisfactory in general conduct; and
(iii) is suitable from the point of view of health with particular regard to sick leave.
Prior to completion of probation a decision will be made as to whether or not the appointee will be
retained pursuant to Section 5A(2) of the Civil Service Regulations Act 1956-2005. This decision
will be based on the appointee‟s performance being assessed against the criteria set out in (i) to
(iii) above. The detail of the probationary process will be explained to the appointee and the
appointee will be given a copy of the Department of Finance guidelines on probation.
2.
Salary:
The Personal Pension Contribution (PPC) salary rate for the position of an
Administrative Officer is as follows:
€29,922, €32,575, €33,247, €36,194, €39,967, €42,838, €45,711, €48,593, €51,466, €54,329,
€56,314(LSI1), €58,294(LSI2)
Long Service Increment (LSI1) = may be payable following 3 years satisfactory service at the
maximum
Long Service Increment (LSI2) = may be payable following 6 years satisfactory service at the
maximum
Candidates should note that entry will be at the minimum of the salary scale and will not be subject
to negotiation and the rate of remuneration may be adjusted from time to time in line with
Government pay policy. Increments may be awarded subject to satisfactory performance, in line
with the Haddington Road Agreement. Details of the Haddington Road Agreement are available on
the Department of Public Expenditure and Reform website at http://www.per.gov.ie
IMPORTANT NOTE:
Different pay and conditions may apply, if, immediately prior to appointment the appointee is
already a serving Civil Servant or Public Servant.
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3.
Organisation of Working Time Act 1997
The terms of the Organisation of Working Time Act, 1997 will where appropriate apply to this
appointment.
4. Hours of attendance:
Hours of attendance will be fixed from time to time but will amount to not less than 43 hours and 15
minutes gross per week. The successful candidatewill 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.
5.
Annual Leave:
The annual leave allowance is 25 days per year; rising to 29 days after 5 years; and to 30
days after 10 years‟ service in the grade. This allowance is subject to the usual
conditions regarding the granting of annual leave in the Civil Service and is on the basis
of a five-day week and is exclusive of the usual public holidays.
6.
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.
7.
Sick Leave:
Pay during properly certified sick absence, provided there is no evidence of permanent disability
for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave
circulars.
Appointees, who will be paying the Class A rate of PRSI, 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 Department of Public Expenditure and Reform. Payment of salary during illness
will be subject to the appointee making the necessary claims for social insurance benefit to the
Department of Social Protection within the required time limits.
8.
Assignment/Location:
The successful candidate will be based in the Department of Public Expenditure and Reform.
When required to travel on official duty the appointee will be paid appropriate travelling expenses
and subsistence allowances, subject to normal civil service regulations.
9. Superannuation and Retirement
The successful candidate 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 paragraph d 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:
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a.
Pensionable Age
The minimum age at which pension is payable is 66 (rising to 67 and 68) in line with State
Pension age changes.
b.
Retirement Age:
Scheme members must retire at the age of 70.
c.
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Pension Abatement
If the appointee was previously employed in the Civil Service and is in receipt of a
pension from the Civil Service normal abatement rules will apply. However, 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) or the Department of Health Circular 7/2010 VER/VRS 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.
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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.
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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
documentation, 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).
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Ill-Health-Retirement
Please note that where an individual 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.
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d.
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 provisions at (c) above
would apply, and in addition there are implications in respect of pension accrual as outlined
below:
e.
Pension Accrual
A 40-year limit on total service that can be counted towards pension where a person has
been a member of more than one existing public service pension scheme would apply. This
40-year limit, which is provided for in the Public Service Pensions (Single Scheme and other
Provisions) Act 2012 came into effect on 28 July 2012. This may have implications for any
appointee who has acquired pension rights in a previous public service employment.
f.
Pension-Related Deduction
This appointment is subject to the pension-related deduction in accordance with the Financial
Emergency Measure in the Public Interest Act 2009.
For further information in relation to the Single Public Service Pension Scheme for Public Servants
please see the following website: http://www.per.gov.ie/pensions.
IMPORTANT NOTICE
The above represents the principal conditions of service and is not intended to be the
comprehensive list of all terms and conditions of employment which will be set out in the
employment contract to be agreed with the successful candidate.
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GENERAL INFORMATION
1. Admission to a competition
The admission of a person to a competition, or invitation to attend interview, or a successful result
letter, is not to be taken as implying that the PAS is satisfied that such a person fulfils the
requirements.
2. Security Clearance
The applicant will be required to complete and return a Garda Vetting form should they come
under consideration for appointment. This form will be forwarded to An Garda Síochána for
security checks on all Irish and Northern Irish addresses at which they resided.
3. Enquiries
Prior to recommending any candidate for appointment to this position the Public Appointments
Service will make all such enquiries that are deemed necessary e.g. employer references, to
determine the suitability of that candidate. Until all stages of the recruitment process have been
fully completed a final determination cannot be made nor can it be deemed or inferred that such a
determination has been made.
4. Specific candidate criteria
Candidates must:
 Have the knowledge and ability to discharge the duties of the post concerned
 Be suitable on the grounds of character
 Be suitable in all other relevant respects for appointment to the post concerned;
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If successful, they will not be appointed to the post unless they:
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
Are fully competent and available to undertake, and fully capable of undertaking, the duties
attached to the position.
5. Non-Refund of Expenses
The Public Appointments Service will not be responsible for refunding any expenses incurred by
candidates.
6. 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 PAS require
in regard to any matter relevant to their candidature, will have no further claim to consideration.
7. Declining an offer of appointment
Should the person recommended for appointment decline, or having accepted it, relinquish it, the
Public Appointments Service may at its discretion, select and recommend another person for
appointment on the results of this selection process.
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8. Confidentiality
Subject to the provisions of the Freedom of Information Acts 1997 and 2003, the Data Protection
Acts 1988 and 2003, and any security clearance and/or enquiries, all aspects of the proceedings,
to the extent that they are managed by the PAS, are treated in strict confidence and are not
disclosed to anyone outside those directly involved in the selection process.
9. Quality Customer Service
The PAS aims 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.
10. Candidates' Rights – Review Procedures in relation to the Selection Process
The PAS will consider requests for review in accordance with the provisions of the Code of
Practice for appointment to positions in the Civil Service and Public Service 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 where concerns may be resolved by the provision of feedback. This may be done by
contacting the person who communicated the decision or result. 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.ie.
 Where a candidate is unhappy with an action or decision in relation to an application, s/he can
seek a review under Section 7 of the code of practice.
 The candidate must address his/her concerns in relation to the process in writing, setting out
the basis for the complaint being made, to the Chief Executive in the first instance. A
complaint or request for review must be made within 10 working days of the notification of the
initial decision or within 5 working days of the outcome of the informal review stage, if availed
of.
 However, where the decision being conveyed relates to an interim stage of a selection
process, a request for review must be received within 4 working days of the date of receipt of
the decision or within 2 working days of receipt of a decision under the informal process;
candidates electing to use the informal process at the interim stage must do so within 2
working days of communication of the decision to them.
 In communicating the outcome to the candidate, which will be done by means of written report,
the initial reviewer should indicate that he/she may seek further review by referring the matter
to the Decision Arbitrator and that a request to do so must be made with 7 working days of
receipt of the outcome of the initial review.
Where a candidate believes that an aspect of the process breached the CPSA‟s code of practice,
s/he can have it investigated under Section 8 of the code.
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12. Candidates' Obligations
Candidates must not:
 knowingly or recklessly provide false information
 canvass any person with or without inducements
 personate 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/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; &
 where he/she has been appointed subsequently to the recruitment process in question, he/she
shall forfeit that appointment.
13. Data Protection Acts 1988 & 2003
When your application form is received, we create a record in your name, which contains much of
the personal information you have supplied. This personal record is used solely in processing your
candidature and should you be successful certain information you provide will be forwarded to the
employing organisation. Such information held is subject to the rights and obligations set out in the
Data Protection Acts, 1988 & 2003. To make a request under the Data Protection Acts 1988 &
2003, please submit your request in writing to: THE DATA PROTECTION CO-ORDINATOR, PUBLIC
APPOINTMENTS SERVICE, CHAPTER HOUSE, 26-30 ABBEY STREET UPPER, DUBLIN 1 ensuring that
you describe the records you seek in the greatest possible detail to enable us to identify the
relevant record. A fee of €6.35 should accompany your request. Payment should be made by way
of bank draft, money order, or personal cheque, made payable to the „Public Appointments
Service‟. Certain items of information, not specific to any individual, are extracted from records for
general statistical purposes.
14. Canvassing
Candidates should note, that canvassing will disqualify and will result in their exclusion from the
process
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Appendix 1
Graduate Economist IGEES Competencies
Effective Performance Indicators
Analysis and Decision Making
Is skilled in policy analysis and development, challenging the established wisdom and adopting an open-minded
approach
Contributes to the development of policies in own area and the broader Department/ Organisation
Quickly gets up to speed in a complex situation, rapidly absorbing all relevant information/data (written and oral)
Uses numerical data skilfully to understand and evaluate business issues
Identifies key themes and patterns in and across different sources of information, drawing sound and balanced
Conclusions
Formulates a perspective on issues considered important and actively contributes across a range of settings
Sees the logical implications of taking a particular position on an issue
Is resourceful and creative, generating original approaches when solving problems and making decisions
Delivery of Results
Assumes personal responsibility for and delivers on agreed objectives/ goals
Manages and progresses multiple projects and work activities successfully
Accurately estimates time parameters for projects and manages own time efficiently, anticipating obstacles and
making contingencies for overcoming these
Is flexible and willing to adapt, positively contributing to the implementation of change
Maintains a strong focus on meeting the needs of customers at all times
Ensures all outputs are delivered to a high standard and in an efficient manner
Use resources effectively, at all times challenging processes to improve efficiencies
Interpersonal and Communication Skills
Communicates in a fluent, logical, clear and convincing manner verbally and in writing
Is able to listen effectively and develop a two-way dialogue quickly
Maintains a strong focus on meeting the needs of internal and external customers
Effectively influences others to take action
Works to establish mutual understanding to allow for collaborative working
Maximises the contribution of the team, encouraging ownership, providing support and working effectively with others
Works effectively with a broad range of stakeholders to achieve objectives
,
Self
Specialist Knowledge, Expertise and Self-Developmentt
Clearly understands the role, objectives and targets and how they fit into the work of the unit and Department/
Organisation.
Develops the expertise necessary to carry out the role to a high standard and shares this with others
Is proactive in keeping up to date on issues and key developments that may impact on own area, the
Department and/ or wider public service
Consistently reviews own performance and sets self challenging goals and targets
Has significant expertise in his/her field that is recognised and utilised by colleagues
Drive &t
Public Service
Drive and Commitment to Public Service Values
Consistently strives to perform at a high level
Maintains consistent effort under pressure and is resilient to criticism or setbacks at work
Demonstrates high levels of initiative, taking ownership for projects and demonstrating self sufficiency
Is personally trustworthy and can be relied upon
Places the citizen at the heart of all process and systems
Upholds the highest standards of honesty, ethics and integrity
Graduate Economist IGEES 1488209
(15)