CIVIL DEFENCE OFFICER

Westmeath County Council -
County Westmeath

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Job details

Fixed term
€58,474–€71,437 a year
2 days ago

Benefits

Bike to work scheme
Annual leave
Employee assistance program
Sick pay

Qualifications

Management
C Driving Licence
Administrative experience
Supervising experience
Organisational skills
IT
Less (style sheet language)
Leadership
D1 Driving Licence
Communication skills
B Driving Licence
C1 Driving Licence

Full job description

Civil Defence Officer

Closing date for receipt of applications:
4:00pm on Monday, 07th September 2026

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Civil Defence Officer

TABLE OF CONTENTS

Introduction 3

The Position 4

Qualifications for the Post 6

Particulars of Offices (including recruitment) 8

Competencies for the Post 15

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Post of Civil Defence Officer

Introduction

Westmeath has a population of approximately 90,000 and is in the heart of the country with
excellent road and rail access to all four corners of the island of Ireland, Westmeath has a rural
tranquillity, but ready access to the country’s main urban cities which include Dublin and
Galway in particular.

Our mission, as set out in the Corporate Plan 2024 – 2029, is:

“To represent, lead and serve local communities and to enhance the quality of life for the
people of Westmeath by promoting the sustainable development of the county and delivering
efficient and inclusive services.”

Westmeath County Council consists of 20 members who are elected every five years; The
county is divided into two Municipal Districts of Mullingar/ Kinnegad and Athlone / Moate with
the administrative headquarters of the Council located in Mullingar. There are also Civic Offices
located in Athlone and Castlepollard. Mullingar is the county town while Athlone is a Regional
Growth Centre under the National Planning Framework.

At a strategic level, the Council operates through its Corporate Policy Group comprising the
Cathaoirleach of the Council and the Chairs of the Local Authority’s four Strategic Policy
Committees. The Chief Executive and the Management Team play a key role in supporting and
advising this policy group.

Westmeath County Council has responsibility for delivering a wide range of services in the local
area with a focus on making Westmeath a prosperous county that seeks to support a vibrant
economy, rural quality of life, active and safe communities, diversity, culture and heritage,
healthy and sustainable natural environment along with a sense of community pride and place.
The Council has a workforce of 600 and a budget of €129.4 million in 2026.

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The Position
The Council now invites applications from suitably qualified persons who wish to be

considered for inclusion on a panel from which permanent and fixed term contract posts

for the position of Civil Defence Officer be drawn. Civil Defence is a statutory volunteer-based
organisation. It currently has approximately 2,500 volunteer members nationally. The Department

of Defence, through its Civil Defence Branch, is responsible for the overall policy direction of Civil

Defence.

There is a Civil Defence Unit in each local authority area and the Civil Defence Officer, who will be

an employee of the local authority and will be responsible for the day-to-day management of the

Civil Defence Unit.

Duties & Responsibilities

To assist in the preparation and submission in a timely manner and in consultation

with local authority management, of the three-year Civil Defence plan as required

under Section 8 of the Civil Defence Act, 2023

To manage the day-to-day activities of the Civil Defence Unit, co-ordinating the

arrangements necessary for the implementation of the Civil Defence plan and the

safe completion of duties, including but not limited to risk assessment and

appropriate resourcing of all duties, ensuring that duties are completed within the

agreed standard operating guidelines and policies, and responsible officer for the

management of controlled drugs

To represent Civil Defence on local emergency planning structures and to promote

good relations with key personnel in the Principal Response Agencies

To provide support to the Principal Response Agencies in emergency and non-

emergency situations in accordance with the 2015 White Paper on Defence, the

Towards 2030 policy document and the Framework for Major Emergency

Management

Where resources permit, to provide support for community, charitable and local

authority events

To implement and comply with policies, circulars and guidelines (including the Civil

Defence Act (Code of Practice) Regulations 2023) as set out by the Civil Defence

Branch of the Department of Defence in consultation with their Line Manager

To liaise with the Civil Defence Branch of the Department of Defence on behalf of the

local authority and to attend meetings for that purpose

To attend training provided by the Department of Defence and the local authority

To arrange for the recruitment, organisation and management of Civil Defence

volunteers

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To ensure that Civil Defence volunteers are appropriately trained including

mandatory training, to facilitate progression of training for volunteers, including

completing an annual training needs analysis

To follow instructions issued by the Department of Defence in relation to the

processing of the annual operational grant and any other grants that are provided

To follow instructions issued by the local authority/Department of Defence for the

purchase, care, maintenance, issue and control of Civil Defence uniforms, vehicles

and equipment

To maintain adequate records, including ongoing completion of the Volunteer

and Equipment Management System, in the manner required and any other

reporting requirements as may arise

To promote Civil Defence in the local authority area

Such other Civil Defence duties appropriate to the office as the Chief Executive of the

local authority and/or Department of Defence may assign, including emergency

duties and duties in relation to the area of any other local authority

Any other duties that may be assigned from time to time

The post holder may be required to perform duties appropriate to the post, other than
those detailed above, and to take instructions from and report to an appropriate Officer or
such duties as designated from time to time.

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Qualifications for the Post

1. Character

Candidates shall be of good character.

2. Health

Candidates shall be in a state of health such as would indicate a reasonable prospect of
ability to render regular and efficient service.

3. Citizenship

Candidates must, by the date of any job offer, be:

a) A citizen of the European Economic Area (EEA). The EEA consists of the Member
States of the European Union, Iceland, Liechtenstein and Norway; or

b) A citizen of the United Kingdom (UK); or
c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland

on the free movement of persons; or
d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a

stamp 4 visa; or
e) A person awarded international protection under the International Protection Act

2015 or any family member entitled to remain in the State as a result of family
reunification and has a stamp 4 visa

A non-EEA citizen who is a parent of a dependent child who is a citizen of, and
resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.

4. Education, Training, Experience
Candidates must have on the latest date of receipt of completed application forms:

a) Possess a good standard of education.

b) Shall hold a full, clean Class B, Class C1 and D1 driving licence.

c) Have a good standard of administrative experience including the use of IT

d) Proven track record of financial planning and budget monitoring, procurement

procedures, and the effective management of resources

e) Experience in the supervision and development of staff/volunteers

Non-Irish Qualifications must be accompanied by a determination from Quality and

Qualifications Ireland (QQI) to establish their comparability against the Irish National
Framework of Qualifications, overseas qualifications must also be accompanied by a
translation document.

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5. The ideal candidate:

In the context of key duties and responsibilities for the post of Civil Defence Officer, the
ideal candidate will demonstrate the following knowledge, skills, experience and
competencies;

a) Excellent knowledge and understanding of the role of the Civil Defence Officer
and Civil Defence in a Local Authority.

b) Understanding of the structures and environment within which the local
authority sector operates and the role of the Civil Defence Officer in this
context.

c) Experience of managing and supervising volunteers including the development of
staff and volunteers.

d) Proficiency in IT and administration skills.
e) Ability to demonstrate an understanding of financial planning, budget

monitoring, procurement procedures, and the effective management of
resources to support operational objectives.

f) Strong organisational and leadership skills.
g) Good interpersonal and communication skills with the ability to engage and work

with external stakeholders.
h) Health & Safety and risk management training would be desirable.
i) Demonstrate a clear understanding of managing resources in an operational

environment.

j) Previous experience in an emergency response volunteer management role is

desirable.

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Particulars of Office (including retirement)

1. The Post
A panel will be formed for an initial period of one year and this may be extended for a
further year at the discretion of the Chief Executive. The panel may be used to fill
permanent & fixed term positions that may arise for its duration. Vacancies will be
offered in order of merit as per the panel. Vacancies may arise on a county-wide
basis. Westmeath County Council reserves the right to assign employees to any work
location having regard to funding and/or operational circumstances.

2. Salary
The current salary for the post of Civil Defence Officer is €58,474 – €71,437 per
annum (including Long Service Increments), which is analogous Senior Staff Officer
pay scale as per Circular EL 04/2026. Payment of increments is dependent on
satisfactory performance.
Entry point of this scale will be determined in accordance with the Circulars issued by
the Department of Housing, Planning, Community and Local Government.

New Entrants to the Local Authority Service commence on the 1st point of the scale
in accordance with current Government Policy as set out in Department of the
Environment Circular Letter EL 02/2011 of 28th January 2011 and Circular EL 05/2016
dated 5th February 2016.

Remuneration is paid fortnightly by PayPath directly to the employee’s nominated
bank account. The current pay cycle may be revised during the period of
employment.

Remuneration is subject to all statutory deductions e.g. PAYE and PRSI. Increments
are paid annually subject to satisfactory attendance, conduct and performance and
national agreements. Increments may be withheld if performance, attendance,
and/or conduct are not satisfactory.

You agree that in the event of an overpayment of salary or other monies to you, the
Council reserves the right to deduct monies from your “wages” (for the purposes of
the Payment of Wages Act, 1991) for the purpose of reimbursement of the Council of
the amount of the overpayment(s), in keeping with the Payment of Wages Act 1991,
Section 5(5

3. Superannuation and Retirement

Membership of the Local Government Superannuation Scheme or the Single Public
Service Pension Scheme is compulsory for all employees. Details of the relevant
scheme will be provided to the appointee prior to appointment.

A person who becomes a pensionable employee of a local authority who is liable to
pay the Class A rate of PRSI contribution will be required in respect of superannuation
to contribute to the local authority at the rate of 1.5% of pensionable remuneration

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plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice

the annual rate of social insurance old age contributory pension payable at the
maximum rate to a person with no adult dependent or qualified children).

A person paying Class A rate of PRSI who becomes a pensionable employee of a local
authority will be required in respect of the Local Government (Spouses and Children's
Contributory Pension) Scheme to contribute to the local authority at the rate of 1.5%
of net pensionable remuneration (i.e. pensionable remuneration less twice the
annual rate of social insurance old age contributory pension payable at the maximum
rate to a person with no adult dependent or qualified children).

A person who becomes a pensionable officer of a local authority who is liable to pay
the Class D rate of PRSI contribution will be required in respect of his/her
superannuation to contribute to the local authority at the rate of 5% of pensionable
remuneration. A person paying Class D rate of PRSI who becomes a pensionable
Officer of a local authority depending on their existing scheme, may be a member of
a dependent scheme i.e. either the Local Government (Widows & Orphans
Contributory Pension) Scheme or Local Government (Spouses and Children’s
Contributory Pension) Scheme and if a member of either scheme will be required in
respect of this to contribute to the local authority at the rate of 1.5% of pensionable
remuneration in accordance with the terms of the scheme.

Employees are admitted to the Superannuation Scheme in accordance with the terms
of the Local Government Superannuation (Consolidation) Act, 1998 and the
Superannuation (Miscellaneous Provisions) Act 2004, with effect from date of
appointment. This scheme is contributory and provides pension, retirement and
death gratuities.

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

For new entrants under the Single Public Service Pension Scheme, effective from 1st
January 2013, superannuation contributions are as follows: 3.5% of net pensionable
remuneration and 3% of pensionable remuneration. Pension and retirement lump
sum will be based on career-average pay; pensions will be coordinated with the State
Pension Contributory Public Service Pensions (Single Scheme and Other Provisions)
Act 2012: The compulsory retirement age for new entrants as defined by the Public
Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years.

Public Service Superannuation (Miscellaneous Provisions) Act, 2004:
There is no mandatory retirement age for ‘New Entrants’ from 1st April, 2004 to the
public service as defined in the Public Service Superannuation (Miscellaneous
Provisions) Act 2004. 65 years is the minimum age at which a person may be paid. As
a new entrant to the public service, under the terms of this legislation, new entrants
will not be required to retire on grounds of age.

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Anyone who is not a ‘New Entrant’ to the public service, defined in the Public Service
Superannuation (Miscellaneous Provisions) Act 2004 is subject to compulsory
retirement age of 70 years.

4. Probation
a. There shall be a period after such appointments take effect during which such

persons shall hold the position on probation.

b. Such period shall be one year, but the Chief Executive may at his/her discretion
extend such period.

c. The person appointed shall cease to hold office at the end of the period of
probation unless the Chief Executive has certified that the service of the person in
such office is satisfactory.

The Local Authority shall require persons to whom appointments are offered to take
up such appointments within a period of not more than one month and if they fail to
take up the appointments within such period or such longer period as the local
authority in its absolute discretion may determine, the local authority shall not
appoint them.

5. Annual Leave

The annual leave entitlement shall be 30 days public holidays will be governed by the
provisions of the Organisation of Working Time Act 1997 and local agreements which
may apply from time to time.

6. Working Hours

Normal working hours are 35 hours per week. The Council reserves the right to alter
your hours of work from time to time.

The person appointed may be required to attend meetings as occur outside of normal
working hours at which your attendance is required by virtue of the position you hold
with Westmeath County Council, any such attendance will be considered as part of your
normal duties.

Due to the nature of this post, there may be a requirement to work outside of normal hours,
including at weekends, as necessary from time to time for which Time in Lieu on a time for
time basis will apply. No additional remuneration/ overtime will be paid in respect of such
activities. All hours of work will be subject to and recorded in accordance with the
provisions of the Organisation of Working Time Act, 1997 and the Organisation of Working
Time Act (Regulations) 2001.

All hours worked are subject to and recorded in accordance with the provisions of the
Organisation of Working Time Act, 1997, and the Organisation of Working Time
Regulations 2001.

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7. Sick Leave

The terms of the Public Service Sick Pay Scheme will prevail.

8. Location
Westmeath County Council reserves the right to assign the successful candidate to any
premises in use by the Council, now or in the future.

The person appointed will be required to report to their place of work by their own means
of transport and at their own expense.

9. Code of Conduct/Organisation Policies
Employees are required to adhere to all current and future Westmeath County Council
codes of practice including Code of Conduct of Employees and all current and future
organisational policies.

10. Training
It is a condition of employment that successful candidates will be required to participate
in training programmes relevant to the skills for the performance of the duties attached
to the post.

11. Safety and Welfare
Westmeath County Council as an Employer is obliged to ensure, so far as it is reasonably
practicable the Safety, Health and Welfare at Work of all its employees. Under the
Safety, Health and Welfare at Work Act 2005, the County Council has a legal duty to
exercise all due care and take all protective and preventative measure to protect the
Safety, Health and Welfare of its employees. The holder of the post shall co-operate with
the terms of Westmeath County Council Safety Statement and Major Emergency Plan.
He/she shall familiarise him/herself with the safety rules and procedures and make
proper use of all safety clothing and equipment.

All employees also have a legal obligation under Safety and Health legislation to co-
operate with management and not engage in any improper conduct or behaviour or do
anything which would place themselves or others at risk. Employees must not be under
the influence of an intoxicant at the place of work.

Employees must comply with all Safety and Health rules and regulations and attend all
required Safety and Health Training.

12. Driver’s Licence & Insurance
The post holder shall hold a full driving licence for Class B, Class C1 & Class D1 vehicles,
as he/she may be required to use your motor car in the course of their duties and for this
purpose provide and maintain a car to the satisfaction of the Council. It is the
responsibility of the post holder to arrange insurance cover for business use and to
indemnify Westmeath County Council with the indemnity specified on your insurance
certificate under the heading “Persons or classes of person who are covered”. Travelling
and subsistence expenses incurred in the course of official duties will be refunded in

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accordance with the relevant Department Circulars and Local Authority Travel and
Subsistence Policy.

If, during your employment, your licence is revoked, even temporarily, or if you receive
endorsements on your licence which may affect your duties you are obliged to notify the
Council immediately.

13. Garda Vetting
Successful candidates may be subject to Garda Vetting in advance of appointment to the
position.

14. Employee Benefits
Examples of some of the current Employee Benefits include:

Allocation of 30 Days Annual Leave per annum (pro-rata)

Access to Flexi Time Scheme

A range of Family Friendly Policies

Availability of an Optical Benefit Scheme

Availability of a Cycle to Work Scheme

A range of Learning and Developmental Opportunities

Paid Maternity and Paternity Leave

Option to become a member of Westmeath County Council’s Social Club

State of the art office accommodation in our Civic Headquarters

Automatically entered into a pension scheme

Access to the services provided under Westmeath County Council’s Employee

Assistance Programme (EAP).

15. Recruitment

Shortlisting Stage:

If the volume of applicants for the position is such that it would not be practical to
interview all candidates, Westmeath County Council may decide to carry out a short-
listing process to select candidates for interview based on an examination of the
application forms, appear to be the most suitable for the position to bring forward to
the interview stage.

Application forms will be examined against a pre-determined criteria based on the
requirements of 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 based on their application, appear to be better qualified and/or have more relevant
experience. It is therefore, in your own interest to provide a detailed and accurate
account of your relevant qualifications/experience and complete all sections on the
application form.

Candidates can expect all enquiries, applications, and all aspects of the proceedings to
the extent that they are managed by Westmeath County Council are treated as strictly
confidential subject to the provisions of the Freedom of Information Act 2004.

Interview Stage:

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Selection will be by means of a competition based on an interview conducted by or on
behalf of the local authority. The number of persons to be invited shall be determined
by the Local Authority having regard to the likely number of vacancies to be filled.

The interview process is an opportunity for the candidates to give evidence of
knowledge, skills and experience and the Local Authorities opportunity to assess your
suitability for the role.

The invitation to attend an interview, is not to be taken as implying that Westmeath
County Council is satisfied that you fulfil the requirements of the Regulations or is not
disqualified by law from holding the position and does not carry a guarantee that your
application will receive further consideration. It is important to note; the onus is on you
to ensure that you meet the eligibility requirement for the post before attending for
interview.

Candidates will be required to pay any expenses incurred by them in attending the
interview and the onus is on the candidate to attend for interview on the dates and
times of the interview.

Interviews are conducted by a Board(s) set up by Westmeath County Council. The
Board(s) will assess the merits of candidates (except in so far as they are assessed
otherwise) in respect of matters referred to in the prescribed Qualifications and any
other relevant matters.

A panel may be formed on the basis of such interview. Candidates whose names are on
a panel and who satisfy the local authority that they possess the qualifications declared
for the post and that they are otherwise suitable for appointment may within the life of
the panel be appointed as appropriate vacancies arise. Placement on any panel from this
competition is no guarantee that a position will be offered.

16. Canvassing
Any attempt by a candidate, or by any person(s) acting at the candidate’s instigation,
directly or indirectly, by means of written communication or otherwise influence in the
candidate’s favour, any member or employee of the Council or person nominated by the
County Council to interview or examine applicants, will automatically disqualify the
candidate for the position being sought.

17. Deeming of candidature to be withdrawn
Candidates who do not attend for interview or other test when and where required by
Westmeath County Council, or who do not, when requested, give such evidence as
Westmeath County Council require regarding any matter relevant to their candidature,
will have no further claim to consideration.

18. Pre-employment
Before contracts of employment are issued, various pre-employment checks are
undertaken. These include medicals, references and may include Garda Vetting.
Westmeath County Council will invite successful candidates to under a medical
assessment. A Medical Examiner will be nominated by Westmeath County Council.
Westmeath County Council will pay the fee for any general medical examination.

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19. Data Protection

The General Data Protection Regulation (GDPR) came into force on the 25th May, 2018
replacing the existing data protection framework under the EU data Protection Directive.
The personal information (data) collected on the application form, including any
attachments, (which may include the collection of sensitive personal data) is collected
for the purpose of processing this application, and any data collected is subject to
Westmeath County Council’s privacy statement which can be found at
https://www.westmeathcoco.ie/en/ourservices/yourcouncil/privacyanddata/

20. Closing Date
The completed application form must be EMAILED to [email protected]
not later than 4.00pm on Monday 07th September 2026

Please send using the subject line “Job Application Post, Your Last Name, Your First
Name e.g. Civil Defence Officer, Bloggs, Joe

Only applications received via email will be accepted.

NOTE: Please send your completed application from an email address that you will
review regularly as communication during the assessment/selection period will
only be through your nominated e-mail address.

The onus is on the applicant to ensure that s/he is in receipt of all communications
from the Council. Westmeath County Council accepts no responsibility for
communication not accessed or received by the applicant.

We are committed to a policy of equal opportunity and encourage

applications under all nine grounds of the Employment Equality Act.

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Civil Defence Officer

Key Competencies

Candidates will be assessed at interview under the following competencies. The candidates at
the interview will be questioned on at least some or all the indicators listed below under each
competency.

Knowledge and understanding of Civil Defence in a Local Authority

and the Civil Defence Officer role.

Knowledge, • Proven experience of managing and supervising volunteers.

Experience and • Proficiency in administration and IT

Skills • Strong organisational and leadership skills.

Experience in an emergency response and volunteer management

role

Clear understanding of political reality and context of the local

authority

Knowledge and understanding of the structure and functions of local

government.

Ability to translate policies and objectives into operational plans and

Management &

outputs.
Change • Develops and maintains positive, productive, and beneficial

working relationships with relevant interests.

Effectively manages the introduction of change and

demonstrates flexibility and openness to change.

Has knowledge and understanding to statutory obligations of Health

and Safety legislation and its application in the workplace

Contribute to the development of operational plans and leads

the development and implementation of team plans.

Ability to develop and deliver programmes and projects and to work

to strict deadlines.

Delivering Results • Plans and priorities work and resources effectively

Establishes high quality service and customer care standards.
Makes timely, informed and effective decisions and shows good

judgement and balance in making decisions and
recommendations.

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Relevant management and administrative experience at a sufficiently

high level.

Performance • Takes initiative and seeks opportunities to exceed goals.

Manages time and workload effectively and remains calm under pressure.

Through People
• Maintains a positive, constructive, and enthusiastic attitude to their role.

Commitment to integrity and good public service values

Leads, motivates and engages employees and volunteers to achieve

quality results, and to deliver on operational plans

Ability to build and lead a positive, diverse and productive team

effectively.

Strong organisational skills including meeting facilitation and

Personal administration
Effectiveness • Effectively manage performance.

Effectively identifies and manages conflict.
Demonstrates good interpersonal skills and effective verbal and

written communication skills

Ability to foster and maintain productive working relationships within the

organisation and with relevant stakeholders externally

Candidates must achieve 50% of the total marks available in each of the

competencies outlined above at interview in order to meet the qualifying standard.

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