Candidate Information Booklet

CANDIDATE INFORMATION BOOKLET

PLEASE READ CAREFULLY

Open competitions for appointment to the post(s) of

EXAMINATIONS AND ASSESSMENT MANAGER MATHEMATICS

in the

State Examinations Commission

The Public Appointments Service is committed to a policy of equal opportunity. The Public Appointments Service will run this campaign in compliance with the codes of practice prepared by the new Commissioners for Public Service Appointments (CPSA). Codes of practice are published by the CPSA and are available on www.cpsa-online.ie

CHAPTER HOUSE 26 – 30 ABBEY STREET UPPER DUBLIN 1

Telephone Number: 353 1 858 7400

www.publicjobs.ie

Examination and Assessment Manager – Mathematics 1 State Examinations Commission EXAMINATIONS AND ASSESSMENT MANAGER in the State Examinations Commission

Background:

The State Examinations Commission (SEC) has responsibility for operation of the state certificate examinations. Its remit includes the development, assessment, accreditation and certification of examinations, including the established Leaving Certificate, Leaving Certificate Applied and Junior Certificate examinations. The Examinations and Assessment Division within the Commission is responsible for ensuring quality and effective conduct of examinations.

It is intended to recruit an Examinations and Assessment Manager in the area of Mathematics. A panel will be formed from which this vacancy, be filled.

The SEC headquarters is located in Athlone, Co. Westmeath, Examination and Assessment Mangers are located throughout the country, in regional, local and home offices.

The principal duties of the posts include:

 acting as Chief Examiner for assigned examinations  preparing examination papers and other examination-related material  managing the marking of examination papers and other related components in the assigned examinations  developing marking schemes and all other relevant documentation to the required standards  managing the marking and appeals process in assigned examinations  maintaining standards from year to year;  advising on the appointment of contract staff, as required  managing the performance of assigned contract staff, including their training needs, as required  providing professional advice to the State Examinations Commission  interacting with school management and staff  ensuring the quality and effective conduct of the state examinations  representing the SEC in national and international fora

2 Essential Requirements:

Candidates must meet the following essential requirements on or before 2010:

 hold a recognised primary degree in the area of Mathematics at first or second class honours level that is acceptable to the Public Appointments Service as meeting the requirements of the post or a qualification which would be acceptable to the Public Appointments Service as being equivalent;

 have at least three years relevant postgraduate experience (relevant experience includes teaching and lecturing and, may also include relevant further study and/or educational research);

 have a comprehensive knowledge of the subject Mathematics;

 possess the ability to communicate effectively in English or Gaeilge, and have a good knowledge of the other language;

 possess the requisite knowledge and ability (including knowledge of relevant legislation and the Irish education system) and be suitable to enter on the discharge of the duties of the position.

Desirable criteria:

 have knowledge and experience in the areas of examinations and assessment  management ability  ability to implement established procedures/protocols  analytical skills  decision-making skills  ability to think creatively and to convey ideas effectively  knowledge of assessment principles  ICT competence  leadership skills  knowledge of curriculum and assessment development  post-graduate qualification  hold a valid driver’s licence.

Examination and Assessment Manager – Mathematics 3 State Examinations Commission Appointment to Established Position as an Examination and Assessment Manager - EAM - in the State Examinations Commission

Probationary Contract for Period of One Year Principal Conditions of Service

1. General

The appointment is subject to the Civil Service Regulations Acts 1956 to 2005 and the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service.

2. Pay

The salary scale for this position is as follows:

PPC (Personal Pension Contribution) Scale €56,789, €59,246, €61,701, €64,128, €67,142, €71,671, €75,760, €79,912, (Max) €83,281 (1st LSI) €85,884, (2nd LSI) €88,494

Modified Scale €53,984, €56,326, €58,654, €60,963, €63,867, €68,210, €72,097, €76,063, (Max) €79,238 (1st LSI) €81,720, (2nd LSI) €84,195

rates effective from 1 Jan 2010

Increments (apart from Long Service Increments –LSIs - payable following three and six years satisfactory service respectively after reaching the maximum of the scale) are payable annually subject to satisfactory service.

3. Starting Salary and Payment Arrangements

Entry will normally be at the minimum point of the scale. Consideration may, however, be given to the possibility of placing an appointee with more than 5 years of recognised teaching experience, at a point above the minimum. If an appointee is already a serving civil servant, the entry point will be either existing salary plus accrued increment or the minimum of the scale, whichever is the greater, subject to the maximum of the scale not being exceeded. General round increases will be applied as they arise.

Payment will be made fortnightly in arrears by Electronic Fund Transfer (EFT) 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 Personnel Section of the relevant

4 Department/Office. Statutory deductions from salary will be made as appropriate by the Department/Office.

An officer appointed to the post of Examination and Assessment Manager will agree that any overpayment of salary or of travel and subsistence may be deducted from future salary payments due in accordance with the Payment of Wages Act 1991. In accordance with that Act, the Department/Office will advise the officer in writing of the amount and details of such overpayment and give at least one week’s notice of the deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having regard to all the circumstances, within six months of such notice in accordance with the Act.

4. Tenure and Probation

The appointment is to an established position on a probationary contract in the Civil Service.

The probationary contract will be for a period of one year from the date of appointment. Notwithstanding this paragraph and the paragraph immediately following below, this will not preclude an extension of the probationary contract in appropriate circumstances.

During the period of the probationary contract, an officer’s performance will be subject to review by the appropriate supervisor(s) to determine whether the officer:

(i) has performed in a satisfactory manner (ii) has been satisfactory in general conduct, and (iii) is suitable from the viewpoint of health with particular regard to sick leave.

Prior to completion of the probationary contract a decision will be made as to whether or not the officer will be retained pursuant to Section 5A(2) Civil Service Regulation Acts 1956-2005. This decision will be based on the officer’s performance assessed against the criteria set out in (i) to (iii) above. The detail of the probationary process will be explained to the officer by the Department/Office. A copy of Department of Finance guidelines on probation will also be made available to the officer.

Where an officer is an existing civil servant and is not considered as suitable to the position having been assessed against stated criteria, the officer will be notified in writing of the action to be taken prior to the expiry of the probationary contract and any extensions thereof.

Notwithstanding the preceding paragraphs in this section, the probationary contract may be terminated at any time prior to the expiry of the term of the contract by either side in accordance with the Minimum Notice and Terms of Employment Acts, 1973 to 2005.

In certain circumstances the contract may be extended and the probation period suspended. The extension must be agreed by both parties.

. The probationary period stands suspended where an employee is absent due to Maternity or Adoptive Leave

Examination and Assessment Manager – Mathematics 5 State Examinations Commission In relation to Examination and Assessment Manager absent on Parental Leave or Carers Leave, the State Examinations Commission:

. may require probation to be suspended if the absence is not considered to be consistent with a continuation of the probation . Probation may be suspended in cases such as absence due to a non-recurring illness.

The Examination and Assessment Manager may in these circumstances make application to the State Examinations Commission for an extension to the contract period.

5. Unfair Dismissals Acts 1977-2005

The Unfair Dismissals Acts 1977-2005 will not apply to the termination of this employment by reason only of the expiry of this probationary contract without it being renewed

6. Duties

The Examination and Assessment Manager will be required to perform any duties appropriate to the position which may be assigned from time to time. The officer may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties or conflict with his/her role in the State Examinations Commission .

7. Headquarters

The officer’s headquarters will be such as may be designated from time to time by the Head of the Department or Office or by another appropriate authorised officer. When absent from home and headquarters on duty appropriate travelling expenses and subsistence allowances will be paid, subject to the normal civil service regulations.

8. Hours of attendance

Hours of attendance will be as fixed from time to time but will amount, on average, to not less than 41 hours gross or 34 hours and 45 minutes net per week. Flexibility will be required with regard to extra attendance, which may be required from time to time. The rate of remuneration payable covers any exceptional extra attendance liability that may arise and no additional payment will be made for such extra attendance (over and above 41 hours gross or 34 hours and 45 minutes net per week).

9. Annual Leave

On recruitment the annual leave allowance for Examination and Assessment Manager will be 25 working days a year rising to 30 after five years service and to 31 after ten years service. Otherwise the annual leave allowance will be 30 working days a year rising to 31 days after five years service. This allowance is subject to the usual conditions regarding the

6 granting of annual leave and is on the basis of a five-day week and is exclusive of the usual public holidays.

10. The Organisation of Working Time Act 1997

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

11. Sick Leave

Pay during properly certified sick absence, provided there is no evidence of permanent disability for service, will apply on a pro-rata basis, in accordance with the provisions of the sick leave circulars.

Officers paying the Class A rate of PRSI will be required to sign a mandate authorising the Department of Social Protection to pay any benefits due under the Social Welfare Acts direct to the State Examinations Commission. Payment of salary during illness will be subject to the officer making the necessary claims for social insurance benefit to the Department of Social and Family Affairs within the required time limits.

12. Secrecy, Confidentiality and Standards of Behaviour

Official Secrecy and Integrity During the term of the probationary contract, an officer will be subject to the Provisions of the Official Secrets Act, 1963, as amended by the Freedom of Information Acts 1997 and 2003. The officer will agree not to disclose to third parties any confidential information either during or subsequent to the period of employment.

Civil Service Code of Standards and Behaviour 12.1. The officer is subject to the Civil Service Code of Standards and Behaviour.

Ethics in Public Office Acts 12.2. The Ethics in Public Office Acts will apply, where appropriate, to this appointment.

13. Prior approval of publications

An officer will agree not to publish material related to his or her official duties without prior approval by the Head of the Department or Office or by another appropriate authorised officer.

14. Political Activity

During the term of employment the officer will be subject to the rules governing civil servants and politics.

15. Personnel Code

Examination and Assessment Manager – Mathematics 7 State Examinations Commission Further details and circulars regarding these terms and conditions can be found in An Cod Pearsanra and are available on the following web site www.codpearsanra.gov.ie.

16. Superannuation and Retirement Successful candidates will be offered the appropriate pension terms and retirement age conditions as prevailing in the civil service at the time of being offered an appointment.

The current pension and retirement age conditions terms and conditions are as set out immediately below. Candidates should be aware that, as announced in Budget 2010, the Government has decided to introduce a new single pension scheme, along with a new retirement age provision, for new recruits to the public service.

NB: Candidates should note that this may mean that pension and retirement age terms different from those set out below may accompany an offer of appointment.

At present the terms of the Contributory Pension Scheme for Established Civil Servants and of the associated Spouses’ and Children’s Pension Scheme for Established Civil Servants apply to appointments of this kind. Membership of this scheme is compulsory, and includes the following provisions with respect to pension terms, retirement age and associated conditions:

 New Entrant Status o If the appointee is deemed to be a new entrant (as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004), there is, currently, no specified retirement age in respect of the appointment to the position. The minimum age at which pension is payable is 65. o If the appointee is deemed not to be a new entrant (as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004) retirement is compulsory on reaching 65 years of age.

At the time of being offered an appointment, the State Examinations Commission, in

8 consultation with the Department of Finance, will in the light of the appointee’s employment history, determine whether he or she is a “new entrant”. Appointees will be required to disclose their full public service history.

 Abatement Normal rules regarding abatement of pensions will apply, as appropriate. However, if the appointee was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER) which, as indicated above, renders a person ineligible for the competition) the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements will, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible.

 This appointment is subject to the pension-related deduction in accordance with the Financial Emergency Measure in the Public Interest Act 2009.

The terms of the Contributory Pension Scheme for Established Civil Servants and of the Contributory Spouses’ and Children Pension Scheme for Established Civil Servants will apply to this appointment. Membership of the scheme is compulsory for new entrants.

There is no specified retirement age in respect of an appointment to this position for an officer deemed to be a “new entrant” (as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004) and, in general, 65 is the minimum age at which pension is payable.

For an officer who is deemed not to be a “new entrant” as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, retirement is compulsory on reaching 65 years of age and an earlier minimum pension age may apply.

At the time of being offered appointment, the Department or Office will, in the light of an officer’s employment history, determine whether he or she is a “new entrant” or not.

Examination and Assessment Manager – Mathematics 9 State Examinations Commission Candidates are advised to consult Section 2 of the Public Service Superannuation (Miscellaneous Provisions) Act 2004 in relation to the definition of “new entrant”. The text of Section 2 and of the Act is available on the website www.irishstatutebook.ie

16.1. If an officer was previously employed in the Civil Service and awarded a pension under voluntary early retirement arrangements, entitlement to that pension will cease with effect from the date of reappointment. Special arrangements will, however, be made for the reckoning of previous service given by the officer for the purpose of any future superannuation award for which the officer may be eligible.

16.2. If an officer was previously employed in the Civil Service and was paid a marriage gratuity, pensionable service before marriage will not be reckoned for superannuation purposes unless an appropriate refund is made in respect of that gratuity.

IMPORTANT NOTE

Different conditions of service may apply if, immediately prior to appointment, the officer appointed is

(a) already a serving civil servant who is paying the Class B rate of PRSI, or (b) serving in an non-established capacity in the civil service and has had continuous service in that capacity since 5 April, 1995, or (c) serving elsewhere in the public sector in a position in respect of which s/he is paying the Class B,C or D rate of PRSI contribution

Details of the salary scale and conditions of service applicable to such officers are available on request from the Public Appointments Service.

10 SELECTION METHOD

The methods used to select the successful candidate for this post may include:

 Shortlisting of candidates on the basis of the information contained in their application  Preliminary Interview to reduce the numbers of candidates to a more manageable number for the main interview board  A competitive interview possibly including a presentation by the candidate

An assessment will be made of candidates’ ability to communicate in both Gaeilge and English at the time of interview and will comprise conversation on ordinary topics and on matters relating to the post.

Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, the Public Appointments Service may decide that a number only will be called to interview. In this respect, the Public Appointments Service provide for the employment of a shortlisting process to select a group for interview who, based on an examination of the application forms, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience.

During any shortlisting exercise that may be employed, the Public Appointments Service are guided by an expert board who examine the application forms and assess them against pre- determined criteria based on the requirements of the position. It is therefore in a candidate’s interest to provide a detailed and accurate account of his/her qualifications/ experience on the application form.

The onus is on all applicants to make themselves available on the date(s) specified by the Public Appointments Service and to make whatever arrangements are necessary to ensure that they receive communications sent to them at the contact details specified on their application form. The Public Appointments Service will not be responsible for expenses incurred by candidates.

Completing the Application Form: Applications must be made on the official application form and will be treated in strict confidence. All sections of the form must be fully completed. When completing the application form accuracy is essential, as it will be used as a computer input document and candidates may be shortlisted on the basis of information supplied.

Any inaccuracy in completing the form may result in rejection. Therefore it is in a candidate’s interest to ensure that the information supplied in all sections is correct. If it is necessary to continue on a separate sheet please set the information out in the same manner as in the application form.

Examination and Assessment Manager – Mathematics 11 State Examinations Commission The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that the Public Appointments Service is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for candidates to note that the onus is on them to ensure that they meet the eligibility requirements for the competition before attending for interview. A candidate who does not meet these essential entry requirements but nevertheless attends for interview will be putting his or herself to unnecessary expense as the Public Appointments Service will not be responsible for refunding any expenses incurred.

Candidates should note that canvassing will disqualify.

Confidentiality: Subject to the provisions of the Freedom of Information Acts, 1997 and 2003, applications will be treated in strict confidence.

Closing date: The completed application form must be forwarded so as to reach the Public Appointments Service, “Chapter House”, 26 – 30 Abbey Street Upper, Dublin 1, not later than, 2010. If you do not receive an acknowledgement confirming receipt of your completed application form, please contact this office. An application form sent by post should be posted in sufficient time to ensure delivery by this deadline. Allegations of loss or delay will not be considered unless supported by a Certificate of Posting. The cost of postage must be borne by the applicant.

12 Candidates' Rights - Review Procedures in relation to the Selection Process

General information

The Public Appointments Service will consider requests for review in accordance with the provisions of the codes of practice published by the CPSA. A candidate can seek a review by a person in the recruiting body (initial reviewer). Where a candidate remains dissatisfied following this initial review, he/she may seek to have the conduct of the initial review examined by a “decision arbitrator”.

As an alternative to the above, it is open to a candidate to seek to have the matter resolved on an informal basis, as set out below. If a candidate remains dissatisfied following any such discussion it is open to him/her to seek a formal review.

The Codes of Practice are available on the website of the Commission for Public Service Appointments, www.cpsa-online.ie.

Informal process

 The candidate can avail of the Informal Review within 5 working days of notification of the initial decision, and should normally take place between the candidate and the person who communicated the decision (or relevant person).

 Where the decision being conveyed relates to an interim stage of a selection process, the request for informal review must be received within 2 working days of the date of receipt of the decision.

 Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below.

 If the candidate wishes the matter to be dealt with by way of a formal review, he/she must do so within 2 working days of the notification of the outcome of the informal review.

Formal process: Initial review

 The candidate must address his/her concerns in relation to the process in writing to the Chief Executive, setting out those aspects of the action or decision in relation to his/her candidature that he/she wishes to have reviewed.

 A request for review must be made within 10 working days of the notification of the initial decision. Where the decision relates to an interim stage of a selection process, the request for review must be received within 4 working days.

 Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Chief Executive.

Examination and Assessment Manager – Mathematics 13 State Examinations Commission  The outcome must generally be notified to the candidate within 20 working days of receipt of the complaint or request for review. The candidate will receive the outcome of the review by means of a written report.

 Should a candidate be dissatisfied with the outcome of the initial review, he/she may request a review by a decision arbitrator of the conduct of the initial review.

Review by the decision arbitrator

The decision arbitrator is appointed by the Chief Executive. The decision arbitrator is unconnected with the selection process and he/she will adjudicate on requests for review in cases where a candidate is not satisfied with the outcome of the initial review. The decision of the decision arbitrator in relation to such matters is final.

 A request made to the decision arbitrator must be received within 7 working days of the notification of the outcome of the initial review.

 The outcome of the investigation must be notified to the candidate in the form of a written report within 10 working days.

Candidates' Obligations

Candidates should note that canvassing will disqualify and will result in their exclusion from the process. Candidates must not:  knowingly or recklessly provide false information  canvass any person with or without inducements  interfere with or compromise the process in any way.

A third party must not personate a candidate at any stage of the process.

Any person who contravenes the above provisions or who assists another person in contravening the above provisions is guilty of an offence. A person who is found guilty of an offence is liable to a fine/or imprisonment. In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then:  where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and  where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.

Deeming of candidature to be withdrawn Candidates who do not attend for interview or other test when and where required by the Public Appointments Service, or who do not, when requested, furnish such evidence, as the Public Appointments Service require in regard to any matter relevant to their candidature, will have no further claim to consideration.

14 Quality Customer Service

We aim to provide an excellent quality service to all our customers. If, for whatever reason, a candidate is unhappy with any aspect of the service received from PAS, the candidate should bring this to the attention of the unit or staff member concerned. This is important as it ensures that PAS is aware of the problem and can take the appropriate steps to resolve it.

Data Protection Acts 1988 & 2003

When an application form is received, PAS creates a computer record in the candidate’s name, which contains much of the personal information supplied. This personal record is used solely in processing the candidature. Such information held on computer is subject to the rights and obligations set out in the Data Protection Acts, 1988 & 2003. Candidates are entitled under these acts to obtain, at any time, copy of such information which is kept on computer. The Public Appointments Service charges a fee of €6.35 for each request. A candidate should enclose a cheque or postal order and address the request to: THE DATA PROTECTION CO-ORDINATOR, PUBLIC APPOINTMENTS SERVICE, “CHAPTER HOUSE”, 26-30 ABBEY STREET UPPER, DUBLIN 1. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes.

Examination and Assessment Manager – Mathematics 15 State Examinations Commission