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Dublin City Public Sector Site

The Dublin City Public Sector Site aims to foster a culture of equality through open and transparent recruitment, retention and progression policies and practices that support the development of a diverse, inclusive workplace within the partner organisations which will be supported by life-long learning. The Site is focusing on the development of a more open recruitment process, improved induction training and mentoring, and the delivery of equality and diversity training and the development of lifelong learning policies in Dublin City Council.

Achievement of these goals will involve an audit of existing entry-level opportunities and in-work retention/support strategies; examining current recruitment mechanisms to identify their inclusiveness towards socially excluded groups; examining current qualification and competency assessment criteria/practice with a view to identifying alternative competency appraisal systems; reviewing recruitment practices; and examining current lifelong learning opportunities (hard and soft skills) with a view to piloting new opportunities.

Partners Involved
Partners involved in this site include:

  • Dublin City Council
  • Local Government Management Services Board
  • Dublin Port Company
  • Finglas/Cabra Partnership
  • Blanchardstown Partnership
  • Ballymun Job Centre
  • St Michael’s House Inclusive Recruitment
  • Eastern Vocational Enterprises
  • IMPACT
  • FÁS
  • SIPTU
  • Local Authority National Partnership Advisory Group
  • Gandon Enterprises

Desired Outputs
At the end of the Project, Dublin City Public Sector Site hopes to have:

  • Carried out an audit of the work undertaken by, and competences required for, Clerical Officer and General Operative positions at Grade 3;
  • Reviewed current recruitment practices for these grades;
  • Developed a more open recruitment process for the above grades, based more on the competences needed than particular educational qualifications;
  • Supported the development of in-work supports and strategies, including an improved induction phase for new employees;
  • Strengthened the lifelong learning culture in the public sector organisations in this site, including Dublin City Council and Dublin Port Company, by piloting new opportunities which pay particular attention to the development of a person’s hard and soft skills;
  • Devised and delivered equality and diversity training modules;
  • Trained trainers to deliver training.

Achievements to Date
As of June 2004, the South Dublin Public Sector Site had:

  • Carried out an audit of the work undertaken by, and competences required for, Clerical Officer positions at entry-level grade i.e. Grade 3 (see Publications). This jobs analysis was carried out in conjunction with Dublin City Council and under the guidance of the Local Appointments Commission. Based on the findings of this report, both local authorities have developed a more open recruitment process based more on the competences needed than particular educational qualifications.
    Since this report was prepared, the Department of the Environment, Local Government and Heritage has issued a Ministerial Order changing the recruitment criteria for Clerical Officers. The EQUAL Technical Support Structure, WRC Social and Economic Consultants, is currently liaising with both local authorities and the Local Government Management Services Board to establish the feasibility of distributing this jobs analysis / competency framework to all local authorities as a national recruitment tool for entry-level Clerical Officers.
  • Carried out research into the skill development and progression of participants on the Community Employment (CE) government scheme (see Publications). Focus groups, facilitated by Phyllis Murphy, were held with CE Supervisors and CE participants based in South Dublin County Council in 2003. Amongst several recommendations made was one that a period of work experience be provided for CE participants. A meeting to progress the matter, and review the findings and recommendations of the research report, was held in October 2003 with South Dublin County Council, CE supervisors and members of the Equal at Work South Dublin Public Sector Site advisory group. Following on from this meeting, several CVÕs were submitted to South Dublin County Council by VE participants. To date, it has not been possible to arrange work experience for these participants but South Dublin County Council are still committed to the principle of facilitating the participants in both gaining relevant work experience and full-time positions.
  • Provided medical secretary training to 10 staff of Tallaght Hospital (i.e. Adelaide & Meath Hospital incorp. The National ChildrenÕs Hospital) employed in entry-level positions. Nine staff were successful in NCVA Level II exams in April 2004 and the hospital CEO is considering the proposal to repeat this in-house training. One temporary employee has been made permanent and one has been promoted since completion of the training.
    As a follow on to the focus group work to facilitate CE and JI progression, similar training was delivered to 14 CE/JI participants. Nine of these were also successful in NCVA Level II exams and are anxious to undertake more training to achieve a full NCVA Certificate. FAS have agreed to provide funding for this work, which will commence in September 2004. All participants have been allocated an LES mediator with whom they can explore their employment opportunities.
    An evaluation of the medical secretary module was carried out by John Finnegan, Evaluation and Economics, in May/June 2004 (see Publications). This evaluation was based on feedback from the course tutor, the hospital and CE participants, and staff in Tallaght Hospital.
    The Medical Secretary module has since been rewritten and, after submission to FETAC, is now a locally devised module ÒownedÓ by the Tallaght Partnership. This module will be made available to hospitals who wish to deliver this training to existing staff or CE/JI participants.
  • Assisted in the development of the equality and diversity awareness training tool, ÔStrengthening your BusinessÕ, through participating in the Equality & Diversity Inter-Site Working Group (see Publications or Promoting Equality & Diversity within the Workplace)

For further information on the work of this Site, contact Stephanie Brennan, Site Co-ordinator at: 01 – 672 3136