Senior public service (Assistant Secretary) mobility, David Cagney, Chief Human Resources Officer for the Civil Service, Ireland, SIGMA webinar, 15 December 2020
Well-being at work during teleworking (incl. Webropol questionnaire), Riitta Paalanen, Special Adviser in HR, Finnish Customs, SIGMA webinar, 15 December 2020
E-recruitment in Lithuania, Rasa Tumene, Head of Executives’ Selection and Planning Division, Civil Service Department, Lithuania, SIGMA webinar, 15 December 2020
Access to databases and security measures during teleworking, Rasa Tumene, Head of Executives’ Selection and Planning Division, Civil Service Department, Lithuania, SIGMA webinar, 15 December 2020
Senior public service (Assistant Secretary) mobility, David Cagney, Chief Human Resources Officer for the Civil Service, Ireland, SIGMA webinar, 15 December 2020
Well-being at work during teleworking (incl. Webropol questionnaire), Riitta Paalanen, Special Adviser in HR, Finnish Customs, SIGMA webinar, 15 December 2020
E-recruitment in Lithuania, Rasa Tumene, Head of Executives’ Selection and Planning Division, Civil Service Department, Lithuania, SIGMA webinar, 15 December 2020
Access to databases and security measures during teleworking, Rasa Tumene, Head of Executives’ Selection and Planning Division, Civil Service Department, Lithuania, SIGMA webinar, 15 December 2020
Questions to and answers from Ms Simona Abraitiene, from the Civil Service Department, Ministry of Interior, Lithuania, at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Questions and answers to Ms Albana Kociu from the Dept. of Public Administration, Albania, at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Albana Kociu, Department of Public Administration, Albania, on the online recruitment to the civil service in Albania as a response to the COVID-19 crisis, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Joke Bowens, Federal Public Service Finance, Belgium (Ministry of Finance), on the overview and benefits of integrating a digital recruitment and selection process, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Simona Abraitiene, Civil Service Department, Ministry of Interior Lithuania, on e-recruitment in the civil service of Lithuania linked to the COVID-19 pandemic, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
InTo Generation Project Number: 2014-1-TR01-KA204-013399
Training Entrepreneurs in Connecting Generations and Supporting Successful Business Succession Planning for micro-SMEs
This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Presentation on Mobility and Temporary Assignments, David Cagney, Chief Human Resources Officer for the Civil Service, Ireland, at the SIGMA webinar held on 15 December 2020.
Questions to and answers from Ms Simona Abraitiene, from the Civil Service Department, Ministry of Interior, Lithuania, at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Questions and answers to Ms Albana Kociu from the Dept. of Public Administration, Albania, at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Albana Kociu, Department of Public Administration, Albania, on the online recruitment to the civil service in Albania as a response to the COVID-19 crisis, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Joke Bowens, Federal Public Service Finance, Belgium (Ministry of Finance), on the overview and benefits of integrating a digital recruitment and selection process, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
Presentation by Simona Abraitiene, Civil Service Department, Ministry of Interior Lithuania, on e-recruitment in the civil service of Lithuania linked to the COVID-19 pandemic, delivered at the virtual workshop organised by SIGMA for ENP East and South and IPA regions on E-recruitment practices in the civil service, 21 July 2020.
InTo Generation Project Number: 2014-1-TR01-KA204-013399
Training Entrepreneurs in Connecting Generations and Supporting Successful Business Succession Planning for micro-SMEs
This project has been funded with support from the European Commission. This publication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
Presentation on Mobility and Temporary Assignments, David Cagney, Chief Human Resources Officer for the Civil Service, Ireland, at the SIGMA webinar held on 15 December 2020.
Introducing the Ontario Scale Up Vouchers Program Playbook 2017riccentre2
The Ontario Scale-Up Vouchers Program is a four-year $32.4 million initiative, funded by Ontario’s Ministry of Research, Innovation & Science (“MRIS”) and Ministry of Economic Development and Growth (”MEDG”) and accessed through three organizations: Communitech, Invest Ottawa, & MaRS, Regional Innovation HUB’s located in Waterloo, Ottawa & Toronto respectively.
Illinois Apprenticeship Plus ADULT Program NOFO SessionIllinois workNet
The Department of Commerce coordinated a webinar to provide organizations with information regarding the application requirements for the 2017 Apprenticeship Plus Adult Program Notice of Funding Opportunity (NOFO).
Canada announce an update regarding workers they are inviting labour under the Temporary worker visa Program (TMWP) let's check the eligibility criteria which is required read the information.
Canada announce an update regarding workers they are inviting labour under the Temporary worker visa Program (TMWP) let's check the eligibility criteria which is required read the information.
This chapter describes the means by which PSNP4 programme clients and other community members can express their views on how programme design or implementation can be improved. It also describes the means by which clients and community members can raise grievances with different aspects of programme implementation and get these grievances resolved.
VACANCY: Snr Program Assistant G5 AlinjugurUNHCR KENYA
The incumbent normally receives guidance from more senior programme staff in the operation. S/he may receive indirect guidance from other sections and units relevant to the country programme(s).
UNHCR Manual, Operations Plans, UN and UNHCR financial/budgetary rules and regulations will guide the work of the Senior Programme Assistant.
The incumbent is expected to have contacts within the organization and outside the duty station, as well as with partners and other stakeholders to collect information, monitor programme activities and implement administrative requirements.
Running head SIMPLIFIED PROJECT PLAN .docxrtodd599
Running head: SIMPLIFIED PROJECT PLAN 1
SIMPLIFIED PROJECT PLAN 2
Simplified Project Plan
Name
Institution
The project to be implemented involves the development of Bank Management Software and entails the use of the waterfall model. Selecting a methodology is essential since it gives a framework of the overall process and associated project documents as well as the deliverables that will control the project development cycle from start to close. The waterfall model ensures that the development phases flow seamlessly and is subdivided into separate sequential stages where the result of the preceding phase becomes the input of the succeeding phase.
In the waterfall model, the development team moves through the stages of development. The phases include; Analysis, Requirements Specification, Design, Coding, and Implementation, Testing and integration. The sequence flow from one phase to another in a top to bottom fashion. Theoretically, all the requirements are initially specified as well as the scope of the project. The app is designed according to the requirements where it is implemented and tested devoid of any modifications. The final product is then delivered to the customer.
Development phases for the project include:
· Requirements gathering and elicitation where the system requirement objectives are met. The user requirements for the system will entail Financial / Management Accounting, Treasury and Risk Management as well as Bank Communication Management.
· The system design phase will enable proper determination of the hardware and software requirements that describes the entire system architecture.
· The Implementation phase involves the development of application modules which are tested separately to establish their functionality.
· The Integration and Testing phase will entail the integration of the individual modules into a single system which is then tested as a single system. Also, user acceptance testing is done at this phase
· System implementation phase. This phase follows the successful integration and testing phase where it is deployed.
· The maintenance phase occurs after the system is implemented to correct or add new modules to meet customer’s changing needs or scope creep.
Simplified project plan for a Bank Management Software
Task Mode
Task Name
Duration
Start
Finish
Predecessors
Auto Scheduled
Bank Management Software Development
23 days
Wed 5/2/18
Fri 6/1/18
Auto Scheduled
Application conception and initiation
2 days
Wed 5/2/18
Thu 5/3/18
Auto Scheduled
Project plan
2 days
Wed 5/2/18
Thu 5/3/18
Auto Scheduled
Requirement analysis and specification
3 days
Fri 5/4/18
Tue 5/8/18
Auto Scheduled
Develop Financial / Management Accounting requirements
1 day
Fri 5/4/18
Fri 5/4/18
3
Auto Scheduled
Supply Chain Manag.
Financial Freedom Index - Platform WorkersVarun Mittal
Launched Financial Freedom Index - Platform Workers researching 500 platform workers and key platforms like Grab, Gojek, Deliveroo, and Foodpanda bringing their opinions, insights, and recommendations to support platform and gig workers achieve better financial inclusion.
Built Environment BSc Architectural Design & Technology BSc Buildi.docxchestnutkaitlyn
Built Environment
BSc Architectural Design & Technology BSc Building Surveying
BSc Construction Project Management BSc Quantity Surveying
Procurement and Administration
Coursework
Submission Deadline: Friday 24
th
April 16:00hrs
This assessment contributes 50% of the marks for the above module. 4000 word limit
1. BRIEF
1.1 About You
You are employed by the GMSA as independent construction procurement professional for this project.
1.2 Background
The Greater Manchester Strategic Alliance (GMSA) is a partnership of universities, colleges, work based learning providers and other stakeholders who collectively deliver a Lifelong Learning Network (LLN) and promotes the progression of vocational learners into Higher Education. GMSA have identified within their strategic plan for 2014 - 2019, the opportunities presented by recent government commitment to fund a significant increase in the delivery of Higher Apprenticeships. As a result, GMSA are consulting on the viability of a new "Advanced Manufacturing Research Centre" situated alongside the M62 Corridor in Greater Manchester. The centre will draw on the specialist skills of both the four Greater Manchester universities together with a series of local colleges
1
including those in Rochdale, Oldham and Bury together with leading business organisations located in the Greater Manchester area.
Important features of the development to note:
10 storey, 30,000m
2
main building including 3 250 seat lecture theatres,
30 seminar rooms, a central catering facility, Coffee shop styled area,
office accommodation and student support areas.
2 storey, 5.000m
2
‘advanced engineering’ centre, providing specialist
engineering laboratory and workshop facilities.
4 Storey, 8,000m
2
central learning centre, providing student services
including open access rooms, silent study areas, group study rooms and a
library facility
External works including infrastructure development.
The Client requires the building to be carbon neutral. In addition, to illustrate both aspirations of both Central Government and the GMSA the facility should make a clear architectural statement and must be constructed to the highest aesthetic and qualitative standards. Value for money given the current economic climate is also a key consideration.
The budget to cover the total development cost, inclusive of construction works, external works, statutory and professional fees is estimated to be £71 million. The completion date is critical, as the building requires handover by August 2017 at the very latest, to accommodate the new academic year.
Title to the land is currently under negotiation. As the scheme forms part of the
‘Northern Power House’
vision, public funding (provided by the Department of Education) has been approved. Who will operate the facility on completion is yet to be decided.
1.3 Assessment Requirements
Task 1 (word limit 3000):
GMSA have commissioned you to recommend the most app.
Similar to Civil service mobility scheme, David Cagney, Ireland, SIGMA webinar, 15 December 2020 (20)
Presentation given by Ukraine at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Moldova at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Armenia at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Montenegro at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by SIGMA at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Photo gallery from Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Montenegro at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Montenegro at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Georgia at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by SIGMA at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by the Republic of Slovenia Ministry of Higher Education at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by ReSPA at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Bosnia and Herzegovina at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Montenegro at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by the Republic of North Macedonia at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Ukraine at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given by Serbia at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Presentation given at Building a sustainable quality management approach - Academies for EaP countries organised by the SIGMA Programme and the GiZ Eastern Partnership Regional Fund. Stage 1: Building for excellence.
Omnichannel management, presentation given by Willem Pieterson. SIGMA Webinar series on service design and delivery in the Western Balkan region in 2023. Topic 3: Omni and Multi-channel service design and delivery.
Electronic services in the healtg system of Montenegro, presentation given by Vladimir Raickovic. SIGMA Webinar series on service design and delivery in the Western Balkan region in 2023. Topic 3: Omni and Multi-channel service design and delivery.
More from Support for Improvement in Governance and Management SIGMA (20)
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
2. 2
each grade (including vacancies), whether the building is wheelchair accessible, security vetting required,
24/7 shifts etc.
What? Description of a tool/solution
Phased Introduction of Scheme
Working collaboratively with the HR community across the civil service, the scheme is being introduced on
phased basis as follows:
Phase 1 – for the grades of Clerical Officer (CO) and Executive Officer (EO) went live over 2017 and 2018.
Over 5,000 staff have registered (25% of the participating c. 20,000 staff members) for a move through the
scheme. It is a waitlist-based system and staff can apply through an on-line portal for a move to up to 5
organisations in a max of 2 out of 46 location zones. Priority on a waitlist is based on the date of application
in the first instance, and the length of reckonable service in the second.
A sequencing arrangement applies where 1 in 2 CO posts and 3 in 20 EO posts are filled through the scheme.
To date over 550 staff have successfully moved through the scheme in the grades of CO and EO.
Phase 2 – for the grades of Higher Executive Officer (HEO) (c. 5 000 staff), Administrative Officer (AO) (c.700
staff), and Assistant Principal (AP) (c.2 000 staff) will be introduced in the following sub-phases:
• 2A – list-based scheme for AO and HEO positions similar to that for COs and EOs – on target to go live
January 2021.
• 2B - advertisement-based scheme for AO and HEO positions that require qualifications or more
specialist expertise – on target to go live in March 2021. Staff members interested in a move to a
specialised areas e.g. ICT, HR can register their interest on the Mobility portal and will be notified by
email in the event that a position is advertised in their chosen category.
• 2C - advertisement-based scheme for AP positions end live on 2nd
November 2020. This includes the
Third Secretary grade, Department of Foreign Affairs.
A sequencing arrangement applies under this phase where 1 in 6 posts are filled through the scheme.
Principal Officer (PO) Mobility is an advertisement based scheme and was introduced in 2015. It includes
the Counsellor grade, Department of Foreign Affairs. Over 60 roles have been filled to date.
A sequencing arrangement applies under this phase where 1 in 6 posts are filled through the scheme.
Process for Advertisement-based scheme (all AP and PO positions & specialised categories for the HEO
and AO grade)
Staff interested in a move under the scheme are required to register their interest on the online portal in
order to receive automated notifications.
When a vacancy arises that is to be filled through Mobility the Advertising/Receiving Local HR are
responsible for completing the advertisement template (sample at Appendix 1) on the online portal.
When a position is input by the advertising Local HR the registered staff members will automatically receive
the advertisement by email to both their work and home email address.
Where a staff member wishes to apply for the advertised position they must complete the application form
(sample at Appendix 2), and apply directly to the advertising organisation – contact details will be included
on the advertisement. This includes a declaration that they have read the terms and conditions which
include the following eligibility requirements to apply for a mobility position:
a) 2 years’ service, or more, in the current grade;
(b) 2 years’ service, or more, in the current organisation;
(c) 2 years’ service, or more, in the current geographical location;
3. 3
(d) a PMDS/performance rating of ‘Satisfactory’ for the previous working year; and
(e) successfully completed their probation period in a permanent capacity.
When the closing date has passed the advertising organisation will undertake a selection process. This may
include an initial shortlisting of applications to ascertain the applicants who best meet the requirements of
the advertised position. Applicant(s) may then be invited to a meeting to discuss and explore their skills and
potential to meet the requirements of the advertised position.
When the advertising Local HR progress with the selection process they will contact the Sending Local HRs
of the applicants being considered who are required to complete a Suitability Report of the applicant’s
current suitability and/or ability to be progressed for Mobility under the following criteria: a) Performance
Improvement Plan (PIP) under Circular 24/2016 or subsequent amended circular; b) Disciplinary warnings
and/or sanctions under Circular 19/2016 or subsequent amended circular; c) Formal investigations under
the Civil Service Disciplinary Code which may lead to disciplinary action; and d) Attendance Record.
Where an applicant is selected, or where there is no suitable applicant, the Advertising Local HR should
inform all applicants of the outcome of the process.
Where there is no suitable applicant, the position remains to be filled through normal recruitment
arrangements.
Upon completion of the process, Local HR of the advertising organisation will complete an on-line outcome
report (Appendix 3). This will be used for reporting and reviewing purposes.
What results: what were the benefits of the solution, how does it work in practice, lessons learnt
Benefits
The scheme increases organisational capability, diversity and skills transfer/matching. It is open and
transparent and aids in developing staff members skills/expertise and learning through the sharing of
good practice, ideas and experience across the service regardless of grade of geographical location. The
scheme also strengthens the concept of a ‘One Civil Service’.
Mobility also supports the development of senior staff members in line with the criteria for Assistant
Secretary posts advertised since 1 January 2018 which include the following:
Ideally, applicants will meet at least two of the following criteria at a senior level:
• Experience in more than one organisation;
• International experience (e.g. working abroad or significant engagement with international
organisations and processes);
• Experience outside the Civil Service;
• A variety of experience (e.g. policy and operational).
Lessons Learned
Learnings from a one year review of the list-based scheme for Clerical and Executive officers are that:
• 97% of respondents surveyed would recommend the scheme to colleagues
• 80% of movers have not ‘reapplied’ for a further move
• 88% of moves took place within the guiding four week timeframe following acceptance of offer
• Only 25% of moves take place following an offer of Mobility.
While the reported data on list-based mobility indicates that only 1 in 4 moves take place following
advancement of offer, there is a reasonable expectation that there will be an improvement in this given the
reducing number of applicants with former transfer legacy dates (62% reduction from 1339 to 521
4. 4
applicants @ 01/2020) and policy improvements that have now taken place (streamlined communications
and reduction in application choices). Reported reasons for the high decline rate are:- change in personal
circumstances; upcoming promotion; office address unsuitable; terms of position unsuitable.
It is too early to tell if the improvements that were made have reduced the number of declined offers as
the scheme was paused for six months this year due to COVID-19. New ways of working (Hybrid Working)
is also anticipated to have an impact on the scheme with less staff requiring a geographical move.
A two year review of the advertisement-based scheme for Principal Officers provided key learnings a high
volume (c.40%) of advertised positions required specialist/technical skills. Although this had some impact
on the number of applications, the scheme is meeting its seqencing target of filling 1 in 6 positions.
The objective to support the business while providing opportunities for staff members has been met, and
stakeholders of the scheme have reported the following:
- Organisations: increased recruitment pool of suitable experienced staff.
- HR Managers: reduced time spend dealing with queries compared to legacy transfer processes; a
welcomed single steamlined process.
- Line Managers: although training is required, the quality of staff is satisfactory.
- Applicants: positive impact on work life balance and career development/paths; reduced commute -
environmental and economical friendly; transparent efficient process.
- Staff Unions: members are in general very happy with the scheme, and feel that their mobility/career
development/work life balance requirements have been taken into consideration.
Local HR and Line Managers also identified the need for skills matching for the junior grades. While not
the considered view of Senior Management at the development stage, this will be further reviewed for
particular skill sets e.g. ICT.
Learnings from the above schemes have been carried into the development of the other phases for the
HEO, AO and AP grades.
Challenges
The scheme has also highlighted some challenges for any move or hire that are not unique to mobility and
are widespread across the following HR policies: recruitment; redeployment; interdepartmental and
internal promotion; internal mobility; PMDS and One Learning.
The main challenges are: difficulty in transitioning into new role/organisation; poor induction/in-house
training; elective work arrangements not carrying as personal-to-holder; fear of declaring
disability/reasonable accommodation requirement; lengthy process for Garda vetting; variance of pay and
leave arrangements across the service; different HR systems with no on-line access to scheme (14% of
representative grades).
5. 5
Appendix 1
CIVIL SERVICE MOBILITY SCHEME
ASSISTANT PRINCIPAL
ORGANISATION AND POSITION DETAILS
ROLE DESCRIPTION
Description of
Division/Unit work:
Key Role
Responsibilities:
Essential Role
Requirements:
Desirable Role
Requirements:
APPLICATION
E-mail contact
details:
Closing Date: Click or tap to enter a date.
Organisation: Choose an item.
Division/Unit:
Address:
Current Location Zone:
[see list of zones here] Choose an item.
Position Title:
No of reporting staff:
6. 6
Appendix 2
CIVIL SERVICE MOBILITY SCHEME - ASSISTANT PRINCIPAL
APPLICATION FORM
PERSONAL DETAILS
Name: Choose an item.
Current Position and Division:
Organisation:
Email address:
Current Location Zone: [see list of zones
here]
Choose an item.
Mobile number:
Work number:
I have read the T&Cs, and am a permanent
civil servant in a general service grade:
Please select
CAREER HISTORY
Please present your career in reverse chronological order (last three or four roles – repeat as required) so that the
most recent role appears first.
Position:
Organisation:
Dates from – to:
No. and grade of
reporting staff:
Main responsibilities and achievements:
0-300 words
7. 7
EDUCATIONAL DETAILS
Please specify in each case:
• Title of qualification (e.g. Commerce, Law etc.)
• Level of qualification (e.g. certificate, diploma, B.A., BSc, M.A. MSc, PhD )
• Key subjects (up to 3) or in the case of a Masters by thesis or PhD indicate title of thesis
• Year in which qualification was awarded
• Institution and (if different) Awarding Authority.
Please expand table as necessary.
TRAINING DETAILS
Please specify training you have received in the last ten years:
Course Name Year Institution
1
2
3
4
Please expand table as necessary.
PERSONAL STATEMENT TO SUPPORT YOUR APPLICATION:
0-300 words
Signature:
Date: Click or tap to enter a date.
DATA PROTECTION AND CONFIDENTIALITY
All personal information submitted by you in completing this document will be held and used solely for the purposes
of the Assistant Principal Officer Mobility scheme.
Local HR will treat this information as confidential and access will be restricted and controlled in accordance with
Data Protection Acts and the General Data Protection Regulation.
Title Level Key Subjects Year Awarded Institution/Awarding
Authority
1
2
3
4
8. 8
Appendix 3
CIVIL SERVICE MOBILITY SCHEME
ASSISTANT PRINCIPAL
Report to be completed by Advertising Local HR
ORGANISATION AND POSITION DETAILS
Signature:
Grade (HEO or
above):
Date: Click or tap to enter a date.
Organisation: Choose an item.
Number of applicants:
Position filled: Please select
Time taken from
Advertisement to
Selection:
Time taken from offer
to Mobility move:
Outline any challenges
encountered:
Suggestions for
improvements to the
process: