CSSO Trainee Solicitor Scheme 2025: Information Booklet

Trainee Solicitor (Open) 2025

Open competition for assignment to the position of:

Trainee Solicitor 2025 (Specified Purpose Contract)

Closing Date: 15.00 on Wednesday 19 June 2024

The Chief State Solicitor’s Office are committed to a policy of equal

opportunity.

The Chief State Solicitor’s Office will conduct this campaign in compliance

with the Code of Practice for assignment 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

Candidate Information Booklet

Please read carefully

Chief State Solicitor’s Office

Osmond House

Little Ship Street

Dublin 8

D08 V8C5

Website www.gov.ie/csso


Trainee Solicitor (Open) 2025 
 
Table of Contents 
Introduction  .................................................................................................................... 2 
Who are the CSSO? ........................................................................................................ 2 
Why Train in the CSSO? ................................................................................................. 2 
1 Equality, Diversity and Inclusion .......................................................................... 3 
2 Learning and Development .................................................................................. 3 
3 Work Life Balance ............................................................................................... 4 
4 Environment ........................................................................................................ 4 
5 Further Benefits ................................................................................................... 4 
Typical Timeline Of Training .......................................................................................... 4 
Eligibility and Experience ............................................................................................... 5 
Principal Conditions of Service ..................................................................................... 7 
Competition Process .................................................................................................... 14 
1 How to Apply ..................................................................................................... 14 
2 Closing Date ...................................................................................................... 14 
3 Acceptance of Application ................................................................................. 14 
Appendix One-Legal Divisions And Sections Of The CSSO .......................................... 15 
Appendix Two - Trainee Solicitor Competencies............................................................ 19 
Appendix Three - Application Terms And Conditions .................................................... 20 
 
   

2 
Trainee Solicitor (Open) 2025 
 
1. Introduction  
The Chief State Solicitor’s Office (“CSSO”) is conducting an open competition for the 
position of Trainee Solicitor (Specified Purpose Contract) on an Open Trainee Solicitor 
Scheme (the “Open Trainee Scheme”). 
The Open Trainee Scheme is designed to provide opportunities for eligible candidates to 
participate in formal solicitor training and attend the Law Society of Ireland’s Professional 
Practice Courses within the environment of the Civil Service. The Law Society has set out 
the path to Become a Solicitor and the qualifications required.  
 
2. Who are the CSSO? 
The CSSO has a mission to provide the highest standard of professional legal services to the 
Government, its Departments and Offices, as economically and efficiently as possible and to 
support adherence to the rule of law. The Statement of Strategy 2023-2026 takes account of 
the Programme for Government and the significant developments in the internal and external 
environments within which the CSSO operates. As outlined in the Statement of Strategy, our 
vision is to inspire excellence in our people, be at the forefront of legal developments and 
deliver an unrivalled service to our clients.  
The function of the Chief State Solicitor is to act as Solicitor to Ireland, the Attorney General, 
Government Departments and Offices. The wide remit of the Civil Service requirements of 
the CSSO means that Officers are involved in many aspects of legal work. We provide legal 
services for the State across five legal Divisions, namely: 
  Administrative Law 
  Commercial and Employment Law 
  Constitutional and State Litigation  
  Justice 
  State Property 
Please review our Statement of Strategy 2023-2026 which outlines the services we provide 
as well as APPENDIX ONE which provides an overview of Legal Divisions and Sections of 
the CSSO.  
Building on the previous Civil Service Renewal Plans, a new framework the Civil Service 
Renewal 2030 Strategy - 'Building on our Strengths' has been rolled out. The CSSO’s 
expectation is that a Trainee Solicitor will understand and contribute when required to the 
Civil Service Renewal Strategy 2030. 
 
3. Why train in the CSSO?  
Trainee Solicitors in the CSSO will receive a unique, varied and comprehensive training at 
the highest level of solicitor practice which will empower them to become excellent solicitors. 
During the course of their traineeship, trainees can expect to work across the CSSO with 
rotations in a variety of areas of legal practice.  
The approach to training in the CSSO is for the trainee to be ‘hands-on’ and to learn through 
active practice in a fast-paced environment. Trainees are supported in this by the 
commitment of management and solicitors across the Office to the success of our trainees. 
The CSSO is a collegiate environment and solicitors who are experts in their fields take the 
time to nurture trainees and to pass on their expertise and experience.  

Trainee Solicitor (Open) 2025

We aim to attract individuals with a strong public service ethos who show commitment,

energy, sound judgment and an ability to work under pressure to tight deadlines when

needed. It is also important that trainees can build relationships, both internally with their

colleagues across the Office and externally with our central government clients. In return, the

CSSO gives trainees the opportunity to train at the highest level of solicitor practice. By way

of example, this could manifest itself in the defense of litigation concerning the Constitution of

Ireland in the Supreme Court or in the negotiation of highly sensitive and significant

commercial and property contracts which underpin the operation of the State. In all areas of

practice, the CSSO enables trainees to reach their full potential, thus equipping them for a

fulfilling and rewarding career as a solicitor.

Trainees will be fully involved in all aspects of office life during their traineeship. We

encourage the growth and development of all our Trainees in the areas such as leadership,

team building, and interpersonal communication whilst fostering a collaborative environment.

They will be invited to participate in their Division’s team meetings and Away Days where

legal, professional and soft skills are enhanced off-site and in other internal training sessions.

3.1 Equality, Diversity and Inclusion

The CSSO is committed to being a workplace that is inclusive, diverse and respects the

human rights and equality of our trainees. The Office is committed to working with the wider

Civil Service and the Public Appointments Service to find ways to achieve a workforce

representative of the diverse society in which we live. The Office is committed to developing

and implementing improved measures to support the employment of individuals with

disabilities, and to meet its public sector obligations.

We prioritise the wellbeing and mental health of our Trainees by focusing on key priority

areas including:

 Appointed Disability Liaison Officer

 A monthly disability awareness bulletin

 Civil Service Employee Assistance Service

 An active Equality, Diversity and Inclusion Committee involved in initiatives both within

the Office and in our local community

3.2 Learning and Development

The CSSO recognises the value of investing in our trainees, and developing their skillsets

both to their benefit and to the benefit of our overall capability as an organisation. Some of

the key programmes accessible to the trainees are:

 Induction Buddy Scheme

 Regular ‘Lunch and Learn’ programme providing peer-to-peer learning on legal issues

 Access to training initiatives provided by ‘OneLearning’ (the Civil Service Learning and

Development Centre)

 For our qualified solicitors, the CSSO maintains a strong culture of continual learning

and support

 Continuous Professional Development (“CPD”): In addition to ongoing attendance at

legal conferences and seminars, each year many of our solicitors are given the time

and necessary funding to undertake substantive post-graduate courses in relevant

areas of law.

Trainee Solicitor (Open) 2025

3.3 Work Life Balance

The CSSO recognises the importance of work life balance to trainees and the positive impact

this can have on a trainee’s wellbeing. The CSSO offer various supports to achieve this. In

particular, the CSSO offers blended working opportunities with trainees being fully equipped

and empowered to work remotely while also benefitting from considerable in-person learning

with their more senior colleagues. Requests for blended working may be facilitated subject to

the exigencies of the business.

3.4 Environment

The CSSO is committed to pursuing green policies in the conduct of our business and the

management of our offices, for example through initiatives to reduce energy consumption, to

reduce the use of paper and plastics, to increase recycling and to reduce the carbon footprint

attributable to travel to and from the workplace.

3.5 Further benefits

 The CSSO provides access to the Cycle to Work Scheme and the Tax Saver Travel

Scheme

 The CSSO offers a comprehensive occupational health and wellbeing programme

including an Employee Assistance Programme, health and nutrition advice and

wellbeing talks

 The CSSO Social Committee organises periodic events throughout the year – a fun

way to get to know your colleagues

 The CSSO conducts an annual recognition awards ceremony to recognise

colleagues who have demonstrated one or more of the CSSO’s values while working

on realising one or more of our strategic goals

4. Typical Timeline of Training

Pursuant to the current requirements of the Law Society of Ireland, the trainee will begin

their traineeship by attending the Professional Practice Course at the Law Society of Ireland.

Indicative Trainee Solicitor Scheme - (September 2025 Intake)

For this cohort, the PPC will be a full-time course which is due to commence in September

2025 and runs through until April/May 2026 (inclusive of examinations).

It will be followed by a programme of Advanced Electives which will run simultaneously with

the required 24-month period of in-office training period, comprising of rotations in different

Sections across the legal Divisions in the Office.

PPC

Sept 2025 - Apr 2026

Advanced Electives

May 2026 – Jun 2026

In-office training period

May 2026-May 2028

Trainee Solicitor (Open) 2025

Advanced Electives

A programme of advanced electives will be provided / accredited by the Law School at the

Law Society of Ireland. Representation of the Law School in a Moot Court or Skills

Competition at international level is also considered as an advanced elective. Trainees must

complete at least four advanced electives. The CSSO will provide guidance to the trainee(s)

on suitable electives and expectation is that Trainees will be required to commence the

Advanced Electives after completion of the PPC core examinations.

5. Eligibility and Experience

Trainee Solicitor Scheme 2025

To be eligible for the Trainee Scheme 2025, each applicant must on or before 15:00 on 19

June 2024:

 Have attained a first or second class, minimum 2.1, primary honours degree (at least

level eight on the National Framework of Qualifications and/or equivalent)

 Have successfully completed and passed at least three FE1 examinations

Demonstrate that they possess the skills and competencies identified as being important

for the role which are outlined in APPENDIX TWO

In order to be appointed, each applicant must also:

 Have successfully completed and passed all eight FE1 examinations on or before

Friday 30 May 2025.

 Please note, the CSSO reserve the right to revoke your conditional offer of a

traineeship on the CSSO Open Trainee Solicitor Scheme should you fail to

complete, pass and authenticate all eight FE1 examinations on or before Friday

30 May 2025. Your candidature will be deemed ineligible and your application

will not be progressed

 Meet the Law Society of Ireland’s requirements for acceptance onto its Professional

Practice Course (“PPC”) with commencement of the PPC in September 2025

Please note, the CSSO does not facilitate partial traineeships, conclusion of a traineeship

which has already begun and/or conversion traineeships. Applicants who apply and accept a

traineeship with the CSSO, must fully complete the Open Trainee Scheme as per the

contractual arrangements of the Traineeship.

Applications are welcomed from those who have entered the Law Society through the

Access Programme and who meet the eligibility criteria as outlined above.

**Please note that the intake dates for 2025 are indicative. The CSSO reserves the

right to amend the intake date determined on the exigencies of the business and/or

satisfy Law Society requirements.

5.1 Citizenship Requirements

Eligible candidates must 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

on the free movement of persons; or

Trainee Solicitor (Open) 2025

(d) A non-EEA citizen who has a stamp 4

or a Stamp 5 visa;

Please note that a 50 TEU visa, which is a replacement for Stamp 4EUFAM after Brexit, is

acceptable as a Stamp 4 equivalent.

To qualify candidates must be eligible by the date of any Traineeship offer and/or

conditional offer.

5.2 Collective Agreement: Redundancy Payments to Public Servants

The Department of Public Expenditure and Reform letter dated 28 June 2012 to Personnel

Officers introduced, with effect from 01 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 two

years from termination of the 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).

5.3 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 not eligible to

apply 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 01 November 2010 introduced a Targeted

Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS).

It is a condition of the VER scheme that persons availing of the scheme will not be eligible

for re-employment in the public health sector or in the wider Public Service or in a body

wholly or mainly funded from public moneys. The same prohibition on re-employment

applies under the VRS, except that the prohibition is for a period of seven (7) years. People

who availed of the VER scheme are not eligible to compete in this competition. People who

availed of the VRS scheme and who may be successful in this competition will have to prove

their eligibility (expiry of period of non-eligibility).

5.4 Department of Environment, Community & Local Government (Circular Letter

LG(P) 06/2013)

The Department of Environment, Community & Local Government Circular Letter LG(P)

06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance

with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated

28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons

will not be eligible for re-employment in any Public Service body [as defined by the Financial

Emergency Measures in the Public Interest Acts 2009-2011 and the Public Service Pensions

(Single Scheme and Other Provisions) Act 2012] for a period of two years from their date of

departure under this Scheme. These conditions also apply in the case of

engagement/employment on a contract for service basis (either as a contractor or as an

Officer of a contractor)

5.5 Declaration

Trainee Solicitor (Open) 2025

Applicants will be required to declare whether they have previously availed of a Public

Service scheme of incentivised early retirement. 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.

6. Principal Conditions of Service

6.1 Conditions of Assignment

The assignment is subject to the Civil Service Regulation Acts 1956-2005 (as amended), the

Public Service Management (Recruitment and Appointments) Act 2004, and any other Act

for the time being in force relating to the Civil Service.

An offer of assignment to the Open Trainee Solicitor Scheme will be in order of merit for the

2025 Trainee Intake. Candidates will have a maximum of five working days after receipt of

an offer to accept or reject it.

After successful completion of your Traineeship, you may be given the opportunity to apply

via a specific competition conducted by the CSSO for consideration for appointment to a

Solicitor position either within the CSSO and/or the wider Civil Service. This is subject to the

availability of fillable vacancies in the CSSO and/or wider Civil Service.

Should you be successful in your traineeship and also be appointed as a Solicitor in the

CSSO and/or another Civil Service Body, your service as a trainee under this contract does

not count towards the two year service requirement for Civil Service internal and

interdepartmental competitions.

6.2 Panel Management

Qualification and placement on the panel is not a guarantee of assignment to a traineeship.

Candidates not assigned at the expiry of the panel will have no claim to an assignment

thereafter because of having been on the panel. The panel created from this competition will

expire 30 September 2025.

The CSSO may modify panel management rules in line with organisational needs during the

life time of the panel and will notify all remaining candidates of any changes.

A Trainee Solicitor who resigns, retires, or is dismissed from their assignment will cease to

be eligible for continued participation in the Scheme and may be required to make a refund

in relation to costs associated with the Scheme such as fees relating to the participation and

or completion of the PPC if applicable in accordance with the terms of the Department of

Finance Circular 23/2007.

Trainee Solicitors will be formally indentured to a senior Solicitor in the Office. A Trainee

Solicitor will also be required to co-operate fully with any Officer assigned to assist with or

supervise their training. Participant(s) selected for inclusion in the Scheme will engage in

work rotations during the course of their training and at the end of each rotation a detailed

assessment will be carried out pursuant to Law Society of Ireland requirements.

It is acknowledged that participant(s) partaking in the Scheme have the right to end their

participation in the Scheme at any time, subject to the above conditions regarding possible

refund of fees regarding participation and or completion of the PPC if applicable.

Trainee Solicitor (Open) 2025

It is acknowledged that management has the right to end an individual’s participation in the

Scheme at any time should their performance be considered unsatisfactory. Due process will

be followed in relation to any performance issues which may arise.

6.3 Salary

The Trainee Solicitor Scheme salary scale of pay will apply to this assignment and as

follows:

Personal Pension Contribution (“PPC”) pay rate - as at 01 June 2024 which will be paid

weekly:

Year 1

Year 2

Year 3

€619.24

€643.40

€667.51

The PPC pay rate applies when the individual is required to pay a Personal Pension

Contribution (otherwise known as a main scheme contribution) in accordance with the rules

of their main/personal superannuation scheme. This is different to a contribution in respect of

membership of a Spouses’ and Children’s scheme, or the Additional Superannuation

Contributions (“ASC”).

A different rate will apply where the assignee is not required to make a Personal Pension

Contribution.

Payment will be made weekly in arrears by Electronic Fund Transfer into a bank account of

an officer’s choice. Payment cannot be made until a bank account number and bank sort

code has been supplied to the Human Resources Section of the Office. Statutory deductions

from salary will be made as appropriate by the Office. You will agree that any overpayment of

salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018:

Recovery of Salary, Allowances, and Expenses Overpayments made to Officer

Members/Former Officer Members/Pensioners.

Increments are awarded subject to satisfactory sick leave and performance as is in line with

the prevailing Government policy during the lifetime of the Open Trainee Solicitor Scheme.

The Law Society fees and any related expenses will be refunded in accordance with the

terms of the Department of Finance Circular 23/2007. In no circumstances will payment be

made in respect of course periods or exams which are repeated.

Important Note

Different terms and conditions may apply if you are a currently serving civil or public servant.

6.4 Tenure and Probation

The purpose of this contract is to enable participation on the Open Trainee Solicitor Scheme.

The assignment as a Trainee Solicitor is strictly temporary and is not covered by the Unfair

Dismissals Acts. The assignment is to a temporary, specified purpose assignment in the

CSSO for the duration of the Scheme which is expected to last up to three years. It carries

no entitlement to permanent status.

Successful completion of a traineeship with the CSSO confers no right to future employment

as a solicitor with the CSSO. Service as a Trainee Solicitor does not constitute service as a

Solicitor with the CSSO.

Trainee Solicitor (Open) 2025

Notwithstanding the above paragraph on tenure, the CSSO retains the right to consider

holding a confined Selection Process for permanent appointment to certain positions within

the CSSO in certain limited circumstances. Any such process will be held in compliance

with the Commission for Public Service Appointments’ (CPSA) Code of Practice.

6.5 Reversion

Prior to applying for the Open Trainee Solicitor Scheme, serving Officers of the CSSO or of

another Civil or Public Service Department/Office/Agency must seek approval from their

local Human Resources to apply for the Open Trainee Solicitor Scheme. In particular, before

commencing the Scheme, agreement should be reached by the applicant with their local

Human Resources to agree that reversion is allowed. On reversion, an Officer will return to

fill a post in the grade previously held in their previous Department/Office/Agency prior to

their participation on the Open Trainee Solicitor Scheme in the CSSO, and at the appropriate

salary scale at the point which they would have reached had they continued on that scale.

6.6 Unfair Dismissals Acts 1977-2015

The Unfair Dismissals Acts 1977 - 2015 will not apply to the termination of your

employment by reason only of the expiry of this specified purpose contract without it being

renewed.

6.7 Headquarters

Headquarters will be such as may be designated from time to time and can include

locations at Osmond House Dublin 8 and Chancery Lane Dublin 8, or such other office

locations of the Chief State Solicitor’s Office. Please note that it is anticipated that the

CSSO will move to Smithfield Hall in 2025.Your place of work during the in-house

elements of the Trainee Solicitor Scheme, may include blended working arrangements, in

line with the needs of your role with consideration to the CSSO’s Blended Working Policy.

When the assignee is required to travel on official duty the assignee will be paid

appropriate travelling expenses and subsistence allowances, subject to normal civil

service regulations.

6.8 Annual Leave

The annual leave allowance will be 22 working days a year (pro-rata) for year one only.

The annual leave year commences on 01 April until the 31 March. Annual leave is not

accrued whilst the Trainee Solicitor is on a fulltime training course. Annual leave accrual

will commence immediately after the completion of the last PPC core examinations. This

allowance is subject to the usual conditions regarding the granting of annual leave in the

Civil Service, is based on a five day week and is exclusive of the usual public holidays.

6.9 Hours of Attendance

Attendance at all elements of training provided is mandatory and in-person during the

Open Trainee Solicitor Scheme. Hours of attendance for the in-house elements of the

Open Trainee Solicitor Scheme will be as fixed from time to time, but will amount to on

average not less than the pro rata equivalent of the standard Civil Service working hours

of 35 net hours per week. Where extra attendance is necessary, overtime payments, or

time off in lieu, will be allowed in accordance with the Civil Service overtime regulations.

6.10 The Organisation of Working Time Act 1997

The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to

this employment subject to the Coast Guard exclusions contained in the Organisation of

Trainee Solicitor (Open) 2025

Working Time (Exemption of Civil Protection Services) Regulations 1998 (S.I. No. 52 of

1998) as amended by the Organisation of Working Time (Exemption of Civil Protection

Services) (Amendment) Regulations (S.I. No 478 of 2009).

6.11 Duties

The Trainee Solicitor will be expected to perform all acts, duties and obligations as

appropriate to this assignment (which may be revised from time to time).

6.12 Outside Employment

This assignment will be whole time and the Trainee Solicitor may not engage in private

practice or be connected with any outside business, which conflicts in any way with their

official duties, impairs performance or compromises their integrity. Clarification must be

sought from management where any doubt arises.

6.13 Sick Leave

Your progression in the Open Trainee Solicitor Scheme is dependent on your full

attendance and participation in all aspects of the Scheme.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 for the

public service.

Trainee Solicitor(s) who will be paying Class A rate of PRSI will be required to sign a

mandate authorising the Department of Employment Affairs and Social Protection to pay

any benefits due under the Social Welfare Acts directly to the CSSO.

Payment during illness will be subject to the officer making the necessary claims for social

insurance benefit to Department of Employment Affairs and Social Protection within the

required time limits.

6.14 Performance

Trainee Solicitors are subject to the terms of the Circular 19/2016 on the Civil Service

Revised Disciplinary Code, Circular 24/2016 in the Civil Service Management of

Underperformance Policy and Circular 04/2019 Disciplinary Procedures for New Entrant

Civil Servants Serving in a Probationary Capacity, if applicable.

6.15 Official Secrecy and Integrity

The assignment will be subject to the provisions of the Official Secrets Act, 1963, as

amended by the Freedom of Information Act 2014. Assignees will agree not to disclose to

unauthorised third parties any confidential information either during or subsequent to the

period of employment.

6.16 Civil Service Code of Standards and Behaviour

The Trainee Solicitor will be subject to the Civil Service Code of Standards and Behaviour.

6.17 Ethics in Public Office Acts 1995-2001 and Standards in Public Office Act 2001

The Ethics in Public Office Acts 1995-2001 and Standards in Public Office Act 2001 will

apply, where appropriate, to this assignment.

6.18 Prior approval of Publications

A Trainee Solicitor will agree not to publish material related to their official duties without prior

approval by the Chief State Solicitor.

Trainee Solicitor (Open) 2025

6.19 Political Activity

During the term of the assignment, the Trainee will be subject to the rules governing civil

servants and politics.

6.20 Personnel Code

Further details and circulars regarding these terms and conditions can be found in An Code

Personnel and are available on the following web site www.circulars.gov.ie.

6.21 Flexible and Family Friendly Working Polices

As an ‘Employer of Choice’ the Civil Service has many flexible and family friendly working

policies including some opportunities for remote working which in the Civil Service is on a

blended basis. Please note, successful candidates may request flexible working

opportunities, only during the in-house element of the Open Trainee Solicitor Scheme,

however, this is at the discretion of the CSSO and decided in line with the business needs of

the organisation, and on a case-by-case basis.

6.22 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, an assignee who has never worked in the Public Service will be offered

assignment based on membership of the Single Public Service Pension Scheme (“Single

Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie.

Where the assignee has worked in a pensionable (non-Single Scheme terms) public

service job in the 26 weeks prior to appointment or is currently on a career break or special

leave with/without pay, different terms may apply. The pension entitlement of such

assignees will be established in the context of their public service employment history.

Key provisions attaching to membership of the Single Scheme are as follows:

 Pensionable Age: The minimum age at which pension is payable is the same as

the age of eligibility for the State Pension, currently 66

 Retirement Age: Scheme members must retire on reaching the age of 70

 Career average earnings are used to calculate benefits (a pension and lump sum

amount accrue each year and are up-rated each year by reference to Consumer

Price Index (“CPI”)

 Post retirement pension increases are linked to CPI

6.23 Pension Abatement

If the assignee has previously been employed in the Civil or Public Service and is in receipt

of a pension from the Civil or Public Service or where a Civil/Public Service pension comes

into payment during his/her re-employment that pension will be subject to abatement in

accordance with Section 52 of the Public Service Pensions (Single Scheme and Other

Provisions) Act 2012.

Please note: In applying for this assignment you are acknowledging that you

understand that the abatement provisions, where relevant, will apply. It is not

envisaged that the employing Department/Office/Agency will support an application

for an abatement waiver in respect of assignments to this assignment.

 However, if the appointee was previously employed in the Civil or Public Service and

awarded a pension under voluntary early retirement arrangements (other than the

Trainee Solicitor (Open) 2025

Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular

7/2010 VER/VRS or the Department of Environment, Community & Local

Government Circular letter LG(P) 06/2013, any of which renders a person ineligible

for the competition) the entitlement to that pension will cease with effect from the

date of reappointment.

 Special arrangements may, 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.

6.24 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 one , two

or three 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).

6.25 Ill-Health-Retirement (“IHR”)

Please note any person who previously retired on ill-health grounds under the terms of a

superannuation scheme are required to declare, at the initial application phase, that they

are in receipt of such a pension to the organisation administering the recruitment

competition.

Candidates will be required to attend the Office of the Chief Medical Officer, to assess

their ability to provide regular and effective service taking account of the condition which

qualified them for IHR.

Appointment post ill-health retirement from Civil Service

If successful in their application through the competition, the applicant should to be aware of

the following:

1. If deemed fit to provide regular and effective service and assigned to a post, their

civil service ill-health pension ceases.

2. If the appointee subsequently fails to complete probation or decides to leave their

assigned post, there can be no reversion to the civil service IHR status, nor

reinstatement of the civil service IHR pension, that existed prior to the application nor

is there an entitlement to same.

3. The appointee will become a member of the Single Public Service Pension Scheme

(SPSPS) upon appointment if they have had a break in pensionable public/civil

service of more than 26 weeks.

6.26 Appointment post Ill-health retirement from public service

1. Where an individual has retired from a public service body their ill-health pension

from that employment may be subject to review in accordance with the rules of

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ill-health retirement under that scheme.

2. If an applicant is successful, on appointment the applicant will be required to declare

whether they are in receipt of a public service pension (ill-health or otherwise) and

their public service pension may be subject to abatement.

3. The appointee will become a member of the Single Public Service Pension Scheme

(SPSPS) upon appointment if they have had a break in pensionable public/civil

service of more than 26 weeks.

Please note more detailed information in relation to pension implications for those in

receipt of a civil or public service ill-health pension is available via this link.

6.27 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 pre-existing public service pension scheme (i.e. non-

Single Scheme) as per the 2012 Act shall apply. This 40-year limit is provided for in the

Public Service Pensions (Single Scheme and Other Provisions) Act 2012. This may have

implications for any assignee who has acquired pension rights in a previous public service

employment.

6.28 Additional Superannuation Contribution

This assignment is subject to the Additional Superannuation Contribution (“ASC”) in

accordance with the Public Service Pay and Pensions Act 2017. Note; ASC deductions

are in addition to any pension contributions (main scheme and spouses’ and children’s

contributions) required under the rules of your pension scheme. For further information in

relation to the Single Public Service Pension Scheme please see the following website:

www.singlepensionscheme.gov.ie.

IMPORTANT NOTICE

Candidates should note that different terms and conditions may apply if, immediately

prior to assignment, the assignee is a serving civil or public servant.

The above represents the principal conditions of the Traineeship and is not

intended to be the comprehensive list of all terms and conditions of the Traineeship

which will be set out in the employment contract to be agreed with the successful

candidate(s). In applying for this assignment is understood that you have

consented to the above conditions.

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7. Competition Process

7.1 How to Apply

Applicants can only apply for this role by completing the required application form, which

must be completed in full. No enquiries or canvassing may be made to the CSSO.

7.2 Closing Date

The closing date for completed applications is 15:00, on Wednesday 19 June 2024.

Applications will not be accepted after this deadline and late applications will be ineligible for

consideration. Therefore, it is the responsibility of the applicant to ensure that you have

allowed sufficient time for the transmission of your application.

7.3 Acceptance of Application

Before you apply for the position of Trainee Solicitor please familiarise yourself with the job

description and ensure that you meet the essential requirements. The acceptance of an

application from a person, or the requesting of an applicant to attend for interview or any

other test, is not to be regarded as an admission that such person possesses the

prescribed qualifications, experience, or other essential requirements. Prior to appointing

any applicant to the Trainee Solicitor position, the CSSO will make any enquiries it deems

necessary to establish the suitability of that candidate.

For further information on the application and selection process, please see APPENDIX

THREE.

Prospective candidates are advised that interviews are likely to be scheduled for July

2024

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Appendix One-Legal Divisions and Sections of the CSSO

1. The Administrative Law Division

The Administrative Law Division provides the following legal services:

 The Immigration and Asylum Section represents the State and State authorities in

judicial review proceedings where the relevant application concerns a matter of

immigration, nationality and citizenship, or international protection law. The Section

also has responsibility for habeas corpus applications, where these arise in an

immigration or international protection context.

 The Judicial Review Section represents the State and State authorities in all non-

immigration or asylum related judicial review proceedings. The Section also has

responsibility for habeas corpus applications, cases stated, letters of request from

foreign tribunals and Transfer of Sentenced Persons and Aarhus Convention

Compliance Committee cases. Judicial Review is the process by which judicial

control of administrative action is exercised and by which the High Court exercises

supervisory jurisdiction over the proceedings and decisions of inferior courts,

tribunals and other bodies who carry out quasi-judicial functions or who are charged

with the performance of public acts or duties.

 The Counsels’ Fees Section is responsible for the management of the counsel fees

process within the CSSO, the management of the operation of the Professional Fees

Control Group (an in-house high level policy and processing group) and the reporting

to the Attorney General on nomination of counsel and payments made.

2. The Commercial and Employment Law Division

The Commercial and Employment Law Division provides the following legal services:

 The Commercial Law Section provides comprehensive legal advice and support

across various commercial law areas. The Section specialises in contractual law,

competition, and regulatory matters, with a focus on State aid compliance for grant

aid measures. The Section also provides expert guidance on data protection, privacy

law, company law, ICT law, grant/funding agreement drafting, intellectual property

(copyright and licensing), research and development agreements, technology

licensing, patent ownership, and Energy Law, including energy regulation and advice

on all aspects of renewable energy infrastructure projects. In addition, the Section

provides advice on Planning and Environmental Law, particularly concerning Access

to Environmental Information Requests.

 The Public Procurement Law Section provides specialist advice to Government

Departments and Offices on public procurement issues and contractual negotiations

and drafting arising from same. It handles contractual and procurement related work

in a wide range of areas including information technology, digital communications,

inward migration, transport, and infrastructure projects. The Section provides a full

Solicitor service to the Office of Government Procurement (OGP) where its work

includes advising on Frameworks, Mini Competitions, Bespoke Projects and

providing policy advice to OGP and Government Departments on EU Procurement

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Directives. It is also involved in advising on pre-litigation correspondence following

the announcement of the award of frameworks and contracts.

 The Employment Law Section deals with all areas of employment and equality

litigation and advice for our central Government clients. Members of the Section

appear on a regular basis before the Superior Courts, the Circuit and District Courts,

the Labour Court, the Workplace Relations Commission and also on occasion the

Court of Justice of the European Union. Key areas of law covered include: breach of

employment contracts; employment equality and discrimination; equal status claims;

unfair dismissals; bullying, harassment and sexual harassment; protected

disclosures; maternity protection; health and safety; recruitment and conditions of

employment; transfer of undertakings; and pensions.

3. The Constitutional and State Litigation Division

The Constitutional and State Litigation Division provides the following legal services:

 The Commercial and Constitutional Section handles constitutional challenges in

plenary proceedings, litigation in commercial disputes involving the State and

injunctions arising in all of these case types. Family status cases in the Circuit Court

are also handled. Most other cases go to full plenary hearing in the High

Court/Commercial Court with a percentage being appealed to the Court of Appeal or

Supreme Court. Issues of law dealt with in these cases include significant

commercial and constitutional law issues, with files involving matters as diverse as

electoral law, contract law, agriculture, motor insurance, international law,

environmental law, planning, public health, intellectual property, housing, social

welfare, family status, criminal law, administrative law, European Convention on

Human Rights and European Union law.

 The European Union Law Section handles European Union litigation, including

legal proceedings before the Court of Justice of the European Union instituted by the

European Commission in direct actions, and cases in which Ireland intervenes in

proceedings involving another Member State or EU Institution. It also deals with

EFTA (European Free Trade Association) Court litigation and Aarhus Convention

applications.

 The General Litigation Section deals with personal injury and other tortious

litigation which has not been delegated to the State Claims Agency. This includes

claims of defamation, defective product claims, claims of assault by prison officers,

and appeals to the High Court by persons infected with Hepatitis C or HIV through

contaminated blood products. The Section also handles work for Tribunals of Inquiry,

Commissions of Investigation and other statutory inquiries.

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4. The Justice Division

The Justice Division provides the following legal services:

 The Garda Litigation Section represents the Commissioner of An Garda Síochána

in civil actions including claims for damages for alleged assault, wrongful arrest, false

imprisonment, malicious prosecution, miscarriage of justice, deceit, defamation and

data breaches. It also handles non-party discovery applications seeking disclosure of

documentation, Garda Vetting Appeals, Firearms Appeals, applications pursuant to

the Sex Offenders Act 2001 and claims pursuant to the Garda

Síochána (Compensation) Acts 1941 and 1945.

 The Justice and Crime Section acts on behalf of the Attorney General and the

Minister for Justice in all incoming Extradition and European Arrest Warrant

applications in the High Court, Court of Appeal and the Supreme Court including all

extradition related Article 40 (Habeas Corpus) applications, Judicial Reviews and

referrals to the Court of Justice of European Union. The Section represents the

Department of Justice (as the Central Authority) in the Transfer of Sentenced

Persons applications in the High Court and International Criminal Justice Mutual

Assistance applications in the District Court and the High Court. The Section also

represents An Garda Síochána and the Irish Prison Service in matters such as

Inquests, Circuit Court Licensing applications and Police Property Act appeals in the

Dublin Circuit Court.

 The Criminal Assets Section provides litigation, advisory, and conveyancing

services to the Criminal Assets Bureau on a wide range of legal matters including,

Proceeds of Crime proceedings before the High Court, Tax Appeals before the Tax

Appeals Commission, Revenue Debt Recovery and Social Welfare overpayment

proceedings, applications under the Criminal Justice (Money Laundering and

Terrorist Financing) Act 2010 (as amended) before the District Court, applications

under Police Property legislation, contracts and settlement agreements, Judicial

Review proceedings, Plenary Proceedings and advisory matters.

 The Legal Services Section deals with the preparation and management of

ministerial prosecutions taken by various Government Departments in the Dublin

District Court and local District Courts around the country; District Court Licensing,

Civil Debt Collection litigation in all courts on behalf of Government Departments;

company restoration applications in the High Court; and legacy costs matters.

5. The State Property Division

The State Property Division provides the following legal services:

 The State Leases Section handles all property leasing and licensing work for

Government Departments and Offices. The work includes commercial leasing of

office accommodation for Government Departments; school leasing; leasing and

licensing of fishery harbour centres and foreshore, and telecommunications licensing.

The Section also handles all landlord and tenant advices for Government clients.

 The State Sales and Purchases Section deals with the purchase and sale of State

property on behalf of a wide range of Government Departments and Offices. The

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work includes the acquisition of school sites for the Department of Education; Garda

station acquisitions and disposals; acquisition of bogs and turbary rights; heritage

and national monument work. The Section also handles exchanges of land;

easements; first registrations; boundary rectifications; and all property advices

pertaining to these areas of work.

 The State Securities Section handles grant and security work under the Sports

Capital Programme and other Government programmes; escheated estate work

where the State is the ultimate intestate successor; waiver and related work where

the assets of a dissolved company have devolved to the State; mining claims, and all

property advices relating to these areas.

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APPENDIX TWO - Trainee Solicitor Competencies

Trainee Solicitor Competencies

Professional Knowledge and Experience

 Strong academic record

 Legal research skills

 Capacity to apply legal knowledge effectively

 Capacity to analyse risk

 Ability to prioritise and manage a busy workload

 A committed focus to continuous learning and development for self

Information Technology Skills

 IT Skills and an understanding of Office IT systems

 Familiarity with legal databases

Interpersonal and Communication Skills

 Good communication, negotiation and interpersonal skills

 Ability to take instruction and work both independently and in a team environment

 Ability to engage professionally with a range of stakeholders

 Ability to articulate legal points in a clear and convincing manner both orally and in

writing

Delivery of Results

 Taking personal responsibility for delivering timely and quality results with focus and

drive

 Examine complex information and obtain further information to make accurate

decisions

 Adherence to all relevant policies, procedures and legislation in completing your work

activities

 Demonstrate a positive attitude in achieving outcomes(despite setbacks)

Drive and Commitment

 Commitment to public service values

 Commitment to ensuring that client service is at the heart of own/team work

 Self-motivated and shows a desire to perform at a high level

 Understanding of the Government Reform Plan as set out in the Civil Service Renewal

2030 Strategy - 'Building on our Strengths’ and the CSSO Statement of Strategy 2023-

2026

 Demonstrate an interest in law and how it pertains to the work of Government

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APPENDIX THREE - Application Terms and Conditions

Contact Details

On completing your personal details, you must provide a valid email address. You should

note that all future correspondence during the selection process will be via the email address

that you supply. It is your personal responsibility to monitor this email account.

Canvassing

Any attempt by candidates themselves, or by any person(s) acting at their instigation,

directly or indirectly, by means of written communication or otherwise, to canvass or

otherwise influence in the candidate’s favour any officer of the CSSO, or any person acting

on behalf of the CSSO, will automatically disqualify the candidates for the position(s) they

are seeking.

Eligibility to compete

Eligibility to compete is conditional on applicants, where relevant, having the necessary

requisite work permit/visa/permission to enable them to work legally in the Republic of

Ireland. The onus is on each applicant to satisfy themselves that they meet this requirement.

How to Apply

Interested applicants should forward their completed application form, which includes

Section A and Section B, as follows:

Email:

(a) Completed application forms must be sent by email in both PDF format (.pdf) and

Word document (.doc/.docx) format.

Career History:

(b) Career History (Section B): If you need to add additional employers under Career

History, please attach additional page(s) and in the tabled format for this heading.

Please provide any additional page(s) in both PDF (.pdf) and Word document

(.doc/.docx) format. Please note there is a word count of 350 words (maximum 2500

characters) per job role.

Signature:

Form should be signed by you the applicant. A typed signature is acceptable at

application stage with an original signature requested at a later stage of the

recruitment and selection process. A scanned signed copy of the PDF copy of the

application form is also acceptable.

Word Count:

(d) Word count for Competencies (Section B): Please be advised that in order to ensure

a fair and transparent process, there is a word count of approximately 350 words

per competency (Maximum 2500 characters).

Closing Date:

(e) Application forms must be sent via email on or before 15:00, on Wednesday 19

June 2024 to the following email address: career[email protected] with your initials

followed by “OPENTS2025” in the subject description. For example, for an applicant

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named John Doe, email Subject description should read “JDOPENTS2025”. You

will receive an automatic acknowledgment.

Important:

(f) Applicants must demonstrate throughout the application form specific achievements

in their career to date. To show that they possess the qualities, skills and knowledge

required for the role of the Trainee Solicitor, as outlined under Eligibility and

Experience and as per the Trainee Solicitor Competencies set out in APPENDIX

TWO of this competition booklet, candidates must refer to specific career

achievements under the relevant competencies.

Only applications fully completed and submitted online adhering strictly to the

instructions as outlined under ‘How to Apply’ (a-f) above, will be accepted into the

campaign.

Failure to submit your application form exactly as set out under ‘How to Apply’ heading

above, will mean that an applicant will not be progressed to shortlisting (if applicable) or

interview.

Please note failure to submit an application to the correct email address or late

applications will not be progressed to shortlisting (if applicable) or interview.

For queries regarding the application process, please contact Human Resources using the

specified competition email [email protected].

Candidates with Disabilities

If you indicate on your application form that you require reasonable adjustment(s) you will be

required (if you have not already done so) to submit an original and detailed psychologists/medical

report to the Disability Liaison Officer, Osmond House, Little Ship Street, Dublin 8 by 15:00

Wednesday 19 June 2024. A determination will be made by Disability Liaison Officer on

appropriate adjustment(s), if any, to be made for individual candidates during the selection

process.

Campaign Updates

Campaign updates will issue to candidates after each selection stage. You are advised to

check your messages on a regular basis.

As email notifications of updates/interviews, etc., issued may sometimes be filtered into your

Junk/Spam email folders, you are also advised to check all these folders regularly.

For all competition queries please contact Human Resources using the specified competition email

[email protected].ie with your initials followed by “OPENTS2025” in the subject description.

The onus is on each applicant to ensure that they are in receipt of all communication from the

CSSO.

The CSSO accepts no responsibility for communication not accessed or received by an applicant.

The interviews for these posts are likely to be held in July 2024.

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Selection Procedures

Human Resources, CSSO, and an expert selection board(s) (‘Board’) will carry out relevant

stages of the selection process to the highest standards of best practice.

Eligibility Sift

Eligibility Sift of applicants on the basis of the information contained in the application form.

Shortlisting

Normally the number of applications received for a position exceeds that required to fill the

vacancy. While candidates may meet the eligibility criteria of the competition, if the numbers

applying for the post are such that it would not be practical to process all candidates to the

next stage of the selection process, the CSSO may decide that a certain number only will be

progressed to the next stage.

This does not 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.

In the event of many applications, the CSSO may shortlist based on information provided in

the application form. The CSSO will use the essential and desirable criteria (if applicable)

referred to earlier in this candidate information booklet and scoring will be based on the

information contained in the application form for the role. It is therefore in your own interest to

provide a detailed and accurate account of how your skills, personal qualities, qualifications,

and experience meet the requirements of the post.

Candidates will be progressed through the various stages of the selection process based on

their Order of Merit at each stage.

Selection methods may include:

 Eligibility sift

 Shortlisting of applicants as outlined above

 Online testing of candidate’s abilities

 Competitive initial/preliminary interview

 Written assessments with work sample test or other exercises

 Presentation to selection panel

 Competitive final interview

 Any other test or assessment as deemed appropriate including psychometric

assessment

Invites to Interview(s)

It is envisaged that Interviews will be conducted in person. However, this is subject to

change and may be conducted virtually via the Webex video conferencing platform. If you

are invited to a virtual interview you will receive the following information via email:

1. First email - Invite to Interview - The applicant must email their confirmation that they

agree to attend for interview to the following email address careers@csso.gov.ie on

or before the closing date provided.

2. Second email - Webex Invite to Interview

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3. Third Email - Government Teleconference Invite to Interview – Please note that this

is a back-up platform only in the instance a candidate faces technical issues with

the Webex Platform. It will not be used as the primary virtual interview platform.

4. Fourth email - HR will email candidates interview meeting details: - This will contain

the details of both the Webex and Government Teleconference Invite.

Important: If the CSSO does not receive your confirmation to attend interview via email to

this email address careers@csso.gov.ie on or before the closing date provided for in the

Invite to attend Interview email, the CSSO will deem that you have withdrawn from the

recruitment campaign and no further communications will be forthcoming from the CSSO.

The onus is on all candidates to make themselves available on the date(s) specified by the

Office. It is not possible to alter the allocated interview/test date or time. Candidates must

also make whatever arrangements are necessary to ensure that they receive

communications sent to them at the contact details specified on the application form.

Candidates will be required to attend for interview or any other tests at their own expense.

At the final stage, candidates who meet the required standard for the role are placed in

Order of Merit and considered for appointment in that order.

Prior to recommending any candidate for appointment to the position, the CSSO will make

all such enquiries that are deemed necessary to determine the suitability of that candidate.

Until all stages of the recruitment and selection 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.

Should the person recommended for appointment decline, or having accepted it,

relinquish it, the CSSO, may at its discretion select and recommend another candidate

for appointment based on the results of this selection process.

Screening (Pre-employment References and Garda Vetting)

When a selected candidate has indicated their interest in the position which is being filled,

the next stage is to carry out pre-employment reference checks to include Health and

Character Declaration, Garda Vetting and any other relevant checks required for the

particular role.

References

References will be sought for those candidates successful at interview. The CSSO will seek

names and email addresses of people who candidates feel would be suitable professional

referees that the CSSO might consult. The referees should be able to provide relatively

recent information on your performance and behaviour in a work academic and/or voluntary

context.

Security Clearance

You will be required to complete and return a Garda eVetting form should you 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 you resided. However,

should your application for the competition be unsuccessful this form will be destroyed by

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CSSO. If you subsequently come under consideration for another position, you may

therefore be required to complete a further Garda Vetting Form. If you have resided/studied

in countries outside of the Republic of Ireland for a period of six months or more, it is

mandatory for you to furnish a Police Clearance Certificate from those countries stating that

you have no convictions recorded against you while residing there. You will need to provide

a separate Police Clearance Certificate for each country you have resided in. Clearance

must be dated after the date you left the country. Candidates should be aware that any

information obtained in the Garda Vetting process can be made available to the employing

authority.

It is YOUR responsibility to seek security clearances in a timely fashion as they can

take some time. You cannot be appointed without this information being provided

and being in order.

Educational Certificates

Verification of qualifications relevant to the role will be required. This may take the form of

requiring sight of qualifications in original or copy form, transcripts of results, verification of

awards/memberships directly by the awarding/professional body etc.

Notice Period

If you are placed on a panel, and are subsequently offered an appointment, you must be

available to take up the post as offered and within notice periods as outlined under the

Minimum Notice and Term of Employment Act 1973-2005. Vacancies may need to be filled

with immediate effect, therefore if you are not contactable or available to commence as

indicated by the CSSO, the CSSO will immediately move on to the next available candidate

on the panel and you candidature will terminate and no further contact will be made by the

CSSO.

Deeming of Candidature to be Withdrawn

Candidates who do not attend for interview when and where required by the CSSO, or who

do not, when requested, furnish such evidence as the CSSO require in regard to any matter

relevant to their candidature, will have no further claim for consideration for the post.

Candidates are expected to provide all requested documentation to the CSSO, including all

forms issued by the CSSO for completion, within five working days of request. Failure to do

so will result in the candidate being deemed to have withdrawn from the competition and

their candidature will receive no further consideration for the appointment.

Confidentiality

Subject to the Provisions of the Official Secrets Act, 1963, as amended by the Freedom of

Information Acts 1997, 2003 and 2014, the Data Protection Act 2018 and under the General

Data Protection Regulation 2018, applications will be treated in strict confidence.

Candidate Obligations

1. Applicants who do not attend for interview or any other test when and where required,

or who do not furnish any material or evidence that the CSSO may require in relation

to their application, will have no claim for further consideration for this recruitment

campaign. Failure to furnish any documentation or other material within the required

timelines will result in the applicant being deemed to have withdrawn their application

from the competition.

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2. Applicant must produce satisfactory documentary evidence of all qualifications

claimed by them if required. Any credit given to an applicant at interview in respect of

such claims is provisional and liable to revision if the necessary supporting

documents are not furnished as requested. The CSSO may request copies of

academic transcripts and/or verify the authenticity of an applicant’s qualifications with

the relevant institutions.

3. Any applicant who supplies false or misleading information in their application may be

disqualified. Applicants must not impersonate any other applicant at any stage or

interfere with or compromise the process in any way. Sharing information on the

selection process through any means may result in you being disqualified.

4. Applicants must not canvass either directly or indirectly any person involved in the

recruitment process.

5. The CSSO does not allow the unsanctioned use of any type of recording equipment

at any stage of the recruitment and selection process. This applies to any form of

sound recording and any type of still picture or video recording, whether including

sound recording or not, and covers any type of device used for these purposes. Any

applicant found to be in breach of this provision will be disqualified from the

competition or, if already appointed they may have to forfeit the appointment.

Candidates who fail to comply with these obligations may be disqualified from the process

or, if already appointed they may have to forfeit the appointment.

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 and

if successful they will not be appointed to the post unless they:

o 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

o Are fully competent and available to undertake, and fully capable of

undertaking, the duties attached to the position

Communication with Candidates - Requests for Feedback/Test/Score Rechecks

The CSSO, conducts its recruitment in line with the Commission of Public Service

Appointments (“CPSA”) Code of Practice. This Code of Practice can be accessed through

the Commission for Public Service Appointments website at www.cpsa.ie.

There is a commitment to open, timely and effective communication to applicants. Clear,

specific and meaningful feedback is provided to candidates supported by appropriate

documentation. There are no specific timeframes set for the provision of feedback or for

carrying out rechecks. Please note that the Review Process as set out in the CPSA - Code of

Practice is a separate process with specified timeframes that must be observed. Receipt of

feedback is not required to invoke a review. It is not necessary for a candidate to compile a

detailed case prior to invoking the review mechanism. The timeframe set out in the CPSA -

Code of Practice cannot be extended for any reason including the provision of feedback

and/or the outcome of rechecks

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.Review Procedures

The selection process for this competition is being carried out in accordance with the

principles set out in the CPSA - Code of Practice.

Information regarding review procedures is set out in Sections 7 and 8 of the CPSA - Code

of Practice. (The two procedures are mutually exclusive).

Where a formal review has taken place under Section 7 of the Code, you may not seek a

further review of the same process under Section 8, other than in the most exceptional

circumstances that will be determined by the Commission at its sole discretion).

 Informal Review: Where possible, and only with the agreement of the candidate,

every effort will be made to resolve any issues/complaints by way of an informal

process.

 Section 7: review procedures apply in cases where a candidate is unhappy with an

action or decision in relation to their candidature (but does not believe there was a

breach of the Code of Practice).

 Section 8: complaint procedures apply where a candidate believes that an aspect of

the process breached the CPSA’s - Code of Practice.

Requests for Review

Where a candidate requests a review by the CSSO, they should determine which procedure

is appropriate to their circumstances, i.e. informal or formal, Section 7 or Section 8. The

candidate must submit their request within the timelines specified in the CPSA - Code of

Practice. These timelines are restricted in order to ensure that corrective action can be

taken, if necessary, without delaying the process for other candidates. Candidates must

clearly set out the grounds for review and specify the relevant Section of the CPSA - Code of

Practise. A request for a review may be refused if the candidate cannot support their

request.

You are entitled to acknowledgement, within three days, of a request for formal review, and

the outcome of the review must be provided to you within twenty five days of receipt of the

request. If it is not possible to complete the review within this time, you will be informed of

the status of the review and the reasons for the delay.

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Timelines for review requests are as follows:

General Data Protection Regulation (“GDPR”)

When application forms are received, a record is created in the candidate’s name, which

contains much of the personal information supplied by the candidate. This personal record

is used solely in processing candidates’ candidature and should candidates be successful

certain information provided will be held on the Officers’ personnel file, in accordance with

the Data Protection Act 2018 and under the General Data Protection Regulation 2018

which may be viewed and downloaded on this link Key Data Protection Legislation.

Where the services of a third party are used in processing your application, for example

testing, it may be required to provide them with information, however all necessary

precautions will be taken to ensure the security of your data.

Certain items of information, not specific to any individual, may be extracted from records

for general Human Resources statistical purposes.

To make a request to access your personal data please submit your request by email to:

dataprotectionofficer@csso.gov.ie or by post to the Data Protection Officer - Osmond

House, Little Ship Street, Dublin D08 V8C5, ensuring that you describe the records you

seek in the greatest possible detail to enable us to identify the relevant record(s).

SECTION 7 Review

SECTION 8 Complaint

Interim stage of competition

- Request for Informal Review – 2

working days after receipt of decision

- Request for Formal Review – 4

working days after receipt of decision

Final stage of competition

- Request for Informal Review – 5

working days after receipt of decision

- Request for Formal Review – 10

working days after receipt of decision

or 2 working days after notification of

informal review

Interim and Final stages of

competition

- Request for Formal Complaint – 5

working days after receipt of

decision

- Written acknowledgement to the

complainant within – 3 working

days of receipt of the formal

complaint.

- Outcome of the examination of a

complaint must be notified to the

complainant within – 25 working

days of receipt of the complaint.

- An appeal to the Commission,

following a complaint alleging a

breach of the Code of Practice,

must be made in writing within – 10

working days of the candidate

receiving the notification of the

Office Holder’s decision about the

formal complaint