CANDIDATE INFORMATION BOOKLET PLEASE READ CAREFULLY

The Public Appointments Service on behalf of the Board of the National Library of Ireland intends to hold a competition for the purpose of recommending a person for appointment to the position of

Director National Library of Ireland

The National Library of Ireland and the Public Appointments Service are committed to a policy of equal opportunity.

CONTACT PDRAIG LOVE +353 1 8587502 PUBLIC APPOINTMENTS SERVICE, CHAPTER HOUSE 26 30 ABBEY STREET UPPER, DUBLIN 1 URL: www.publicjobs.ie

Director The National Library of Ireland

DIRECTOR National Library of Ireland

ABOUT THE National Library of Ireland (NLI) This is an exciting time for the National Library of Ireland (NLI). It has embraced the digital age and is moving into a new era of collaborations and partnerships with other bodies while attending to its core and traditional function. There are great opportunities for those leading the collection, preservation and delivery of Irelands culture and heritage advance this agenda. Founded in 1877 the National Library of Ireland is a legal deposit library. It holds very significant collections of material relating to Irelands documentary heritage, including printed books, manuscripts, photographs, newspapers, prints and drawings etc. The Library has a three year Strategic Plan 2012 -2014 which may be viewed at www.nli.ie . Consistent with its statutory remit under the National Cultural Institutions Act 1997, the role of the National Library is to collect, promote and make accessible the documentary and intellectual record of the life of Ireland and to contribute to the provision of access to the larger universe of recorded knowledge. The vision of the N.L.I is To build a 21st century National Library accessible to all. Accessibility is a central theme of its strategy and will underpin service delivery in future. The long-term objective is of digitised and catalogued National Library collections, available to citizens 24/7, which deliver on all aspects of the Librarys mission. The NLI is a major national cultural institution providing library and research services to a wide range of users. The Library has an active education and outreach programme with particular emphasis on exhibitions. The Library has a staff of some 84 staff and a budget of circa 8m per annum and occupies a number of premises in Dublin city centre. The Genealogical Office, the Office of the Chief Herald in Kildare Street, and the National Photographic Archive in Temple Bar are all part of the National Library and since 2010 it has organisational links with the Irish Manuscripts Commission and the National Archives of Ireland. Context: The Director of the National Library of Ireland will be required to implement a very challenging Change Management Agenda over the course of the five year appointment in addition to the general public sector reform programme. Collection: The core objective of the NLI is to collect, preserve, promote and make accessible the documentary and intellectual record of the life of Ireland and to contribute to the provision of access to the larger universe of recorded knowledge Funding: The Library operates in a competitive environment for government and other funding. This requires the Library to consider more diverse ranges of funding sources through commercial opportunities and development of collaborations with partners in the public and private sectors. Visitor Expectations: Attracting visitors and readers is paramount, with opportunities and expectations of leisure time activities continually increasing. The Library offers a unique opportunity to engage with Irelands documentary heritage. It must ensure that its collections are well promoted and displayed, and that it offers a range of services of the highest value and quality. Technology: Continued developments in technologies will facilitate the Library in making the collections more accessible and engaging with a wider range of audiences. Diversity: An increasingly diverse society presents opportunities for the Library to accommodate the needs and expectations of different groups and to make the collections relevant and responsive to that diversity. Organisation and Governance The N.L.I was established as an autonomous cultural institution on 3rd May 2005 under the National Cultural Institutions Act, 1997 with a Board and a Director who operates under their overall governance. The Board comprises a chairperson and 10 ordinary members. There are currently 84 professional and administrative
Director The National Library of Ireland

staff in the organisation. Proposals to amend the National Cultural Institutions Act 1997 are currently being developed in line with the Government's Public Sector Reform Programme. THE ROLE OF THE DIRECTOR Reporting to the Board of the National Library, the Director is the Chief Executive of the Library and has responsibility for the day to day management of the organisation and for leading, developing and overseeing policy, formulation and implementation in the modern information and digital age. The successful candidate will have well developed strategic and operational management skills and a proven track record of achievement at a senior level in an appropriate environment. S/he will also have a strong awareness and understanding of developments in the wider library and information communities, nationally and internationally and of the challenges facing thaose communities, the National Library and library services specifically. Main Responsibilities The Director, reporting to the Board and working with staff of the Library, will: lead and manage a highly professional team, co-ordinating and motivating staff to foster talent and achieve excellence; ensure the security and safe keeping of the Librarys collections with an eye to fostering and adding to them as appropriate; develop and improve accessibility to the Librarys collections and its services with a particular emphasis on digitisation and online presentation; ensure that the Library's role, function and activities are effectively communicated, within a bilingual framework, to specialist and general audiences and to the media; promote cultural education and tourism including through the development of exhibition and outreach opportunities; develop, review and revise strategic plans in consultation with the Board and securing their timely implementation through an operational business and financial planning system; manage day to day Library operations including appropriate budgeting, monitoring and governance procedures and compliance with government policy; advance the Librarys building development programme with overall responsibility for health and safety; exploit the potential of the Library to generate income including the potential to attract sponsorship and philanthropy of various kinds; promote and publicise the Library and its services to the public, coordinating its activities with those of other bodies operating in the library, information and cultural fields, and represent the Library in the appropriate fora at home and abroad; provide such support as may be required to the Library Board; maintain liaison and a good working relationship with the Librarys parent department, the Department of Arts, Heritage and the Gaeltacht, and a wide range of other bodies in the library and culture sphere.

The Person The person appointed will have a proven track record as a leader and senior manager in a large or complex organisation in either the public or private sector. S/he will have the capacity, qualities and experience to lead the NLI in a time of change as it faces new opportunities and challenges in the coming five years. S/he will demonstrate an appreciation of the particular custodial responsibility that attaches to the post of Director of major cultural institution, an understanding of the environment in which Irish cultural institutions operate and an awareness of the connection between the success of the NLI and broad national objectives in the cultural, economic, and social spheres. The Director will have a good grasp of the financial requirements and will be willing to embark on strategic fundraising and commercial initiatives. S/he must also display a strong empathy with the cultural role of the NLI.

Director The National Library of Ireland

Personal Requirements Suitable candidates will be required to have: relevant third-level qualifications or an acceptable equivalent; a proven track record of achievement in posts of significant responsibility; a clear understanding of the role of the National Library, its development needs and of the opportunities and challenges it faces particularly in the digital environment and in relation to infrastructural requirements; excellent leadership and managerial skills ; analytical ability, judgement and decision making skills; a proven ability to think independently; a proven ability to formulate and implement strategy; a strong results focus; strong presentation, interpersonal and influencing skills including the capacity to represent and act as an advocate for the National Library; knowledge of/interest in Irish history, literature, culture and society; excellent communication skills, both written and oral, and the ability to engage effectively with the media; an understanding of the potential for information technology to contribute to N.L.I objectives; a strong commitment to quality service delivery. Desirable: a recognised professional qualification in Librarianship or Archival Studies or a qualification acceptable as equivalent; a relevant experience in a cultural institution or organisation and/or have an acquaintance with diverse purposes and priorities of a large cultural institution; a relevant track record in research and publications; a satisfactory knowledge of the Irish language and Irish language literature.

Key Competencies for effective performance at Director level: The new competency model reflects the changing and more complex environment in which those at this level operate, with fewer resources, pressure for delivery of results, increased media and public scrutiny and an ambitious public service reform programme.

Public Service Values underpin four key competency areas, two of which have sub-elements.
Each of the key competencies in the new model is supported by a list of key performance indicators set out in Appendix 1.

Director The National Library of Ireland

THE SELECTION PROCESS

How to Apply You must submit an on-line application through www.publicjobs.ie with single document attachment incorporating the following elements: A comprehensive CV, including an organisation chart (See Snr Executive CV Guidance note here) The Key Achievements Form (Available here) A short personal statement (no more than 2 pages) outlining why you wish to be considered and where you believe your skills, experience and values meet the requirements of the position. Closing Date: Midnight, Thursday 13 February 2014. Selection Process: The Selection Process may include: shortlisting of candidates, on the basis of the information contained in their application;

a competitive preliminary interview; completion of an online questionnaire(s) & follow-up one-to-one interview; a competitive interview and presentation.

Please Note PAS acknowledges receipt of all applications. If you do not receive an acknowledgement within 3 days of applying, please email emma.appleby@publicjobs.ie. You can expect to receive emails at the relevant stages notifying you to check your secure publicjobs.ie message board for campaign updates. PAS endeavours to give as much notice as possible for interview dates etc., candidates should make themselves available on the date(s) specified by the PAS. Shortlisting In the event of a shortlisting exercise being employed an expert board will examine the information provided in your application form and assess it against criteria based on the requirements of the position. References It would be helpful it if you would start considering names of people who you feel would be suitable referees that we might consult (2 - 3 names and contact details). The referees do not have to include your current employer, but should be in a position to provide a reference for you. Please be assured that we will only collect the details and contact referees should you come under consideration after preliminary interview stage. Further important information: For details on Terms and Conditions please see appendix 2. Information on eligibility and other relevant issues is available at Appendix 3.

If you feel you would benefit from a confidential discussion about any aspect of this significant opportunity, please contact Padraig Love at +353 11 8587502 or by email at Padraig.love@publicjobs.ie.
Director The National Library of Ireland

Appendix 1 Director Competencies - Effective Performance Indicators Exemplifies Public Service Values - Effective Performance is: Serving the Government and people of Ireland Acting at all times with integrity Treating others with respect Being responsible for own actions Operating with professionalism and probity Strategic Thinking - Effective Performance is: Creating a vision for the organisation & sector and anticipating the requirements to deliver it Analysing complex issues quickly and anticipating knock-on consequences Taking a system-wide approach and seeing connections, risks and the potential for innovation in the wider environment Leading on the implementation of risk assessment practices and engaging in balanced risk taking Showing courage in making difficult decisions Managing Relationships: Leads People- Effective Performance is: Being a visible and energetic leader who fully engages others Building and supporting cross functional and interdepartmental teams Delegating responsibility and ensuring accountability in others Setting challenging goals and implementing effective performance management Coaching and supporting others to optimise their contribution and development Managing Relationships: Collaborates and Communicates with Conviction - Effective Performance is: Playing a full and active part on the senior team in shaping and leading the Department Communicating professionally and credibly, managing the expectations of others Skillfully negotiating and influencing with conviction Anticipating political sensitivities and complexities and responding in an informed and constructive manner Building and maintaining effective working relationships with key stakeholders Facilitating collaboration, partnerships and networks internally and externally to achieve common goals Delivery Focus: High Performance and Delivering Results - Effective Performance is: Assuming accountability for own actions and decisions Ensuring the full range of management disciplines are used to deliver quality services at pace and within budget Challenging processes to improve organisational capacity, responsiveness and citizen focus Ensuring successful implementation through a range of delivery methods, including use of external parties Focusing effort on priority tasks to maximise results Ensuring a strong feedback loop between policy development and operations Delivery Focus: Drive and Resilience - Effective Performance is: Showing initiative and sustaining high levels of personal drive and energy Leading and managing multiple complex priorities effectively Speaking own mind with confidence and conviction Keeping perspective and utilizing personal support strategies to help maintain focus and bounce back from disappointments Staying positive and professional in the face of difficult situations Specialist Expertise and Self-Development - Effective Performance is: Maintaining a sound knowledge of departmental, sectoral, political and international issues and their wider implications for the citizen and the State Continuously updating and demonstrating expertise in relevant areas Being self aware and seeking opportunities to act on areas for own development Seeking feedback and reviewing own practices and behaviours Being regarded as an expert in own area(s) of specialism

Director The National Library of Ireland

Appendix 2: Salary scale: The salary scale for this position is as follows: 85,127, 88,454, 91,798, 95,135, 97,981

Principal Conditions of Service

PPC (Personal Pension Contribution) Scale (for officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution). 81,080, 84,247, 87,425, 90,591, 93,297

Non PPC (Personal Pension Contribution) Scale (this scale will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a compulsory personal pension contribution). Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Tenure: Five year fixed term contract. Superannuation and Retirement The appointee will be offered public service pension terms and retirement age conditions in accordance with pension arrangements in the National Library of Ireland depending on the status of the successful appointee: (a) In general, an individual who has no prior pensionable Public Service history in the 26 weeks prior to appointment will be a member of the Single Public Service Pension Scheme (Single Scheme) which commenced from 1 January 2013 (Section 10 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 refers); An individual who is on secondment will remain a member of the parent organisations pension scheme and the pensionable remuneration will be based on his/her substantive grade i.e. the grade at which the individual is employed in his/her parent organisation; An individual who was a member of a pre-existing public service pension scheme as construed by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 and who does not qualify for membership of the Single Scheme will have standard public service pension terms reflecting new entrant or non-new entrant status for the purposes of the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Appointees status for superannuation purposes At the time of being offered an appointment, the Department of Arts, Heritage and the Gaeltacht, in consultation with the Department of Public Expenditure and Reform if necessary, will, in the light of the appointees previous Public Service (and/or other) employment history, determine the appropriate pension terms and conditions to apply for the duration of the appointment. Appointees will be required to disclose their full public service history. Details of the appropriate superannuation provisions will be provided upon determination of appointees status. The following points should be noted:

(b)

(c)

(d)

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 existing public service pension scheme will apply. This 40-year limit, which is provided for in the Public Service Pensions (Single Scheme and other Provisions) Act 2012 came into effect on 28 July 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment. Pension Abatement The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 extended pension abatement so that a retirees public service pension is l iable to abatement on re-entering public service employment, even where the new employment is in a different area of the public service. 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) or the Health Service Executive VER/VRS which, as outlined below, render a person ineligible for the competition) the entitlement to payment of that pension will cease with effect from the date of reappointment.
Director The National Library of Ireland

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. 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, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 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 cesser of such employment or on the persons 60th birthday, whichever is the later, but on resumption, the pension will be based on the persons 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). Ill-Health Retirement Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health his/her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment. Pension Related Deduction: This appointment is subject to the pension-related deduction in accordance with the Financial Emergency Measures in the Public Interest Act 2009. For further information in relation to public service superannuation issues please see the following website: http://per.gov.ie/pensions Eligibility to compete Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. 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 debarred from applying 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 1 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 7 years, after which time any re-employment will require the approval of the Minister for Public Expenditure and Reform. People who availed of either of these schemes are not eligible to compete in this competition . Collective Agreement: Redundancy Payments to Public Servants th The Department of Public Expenditure and Reform letter dated 28 June 2012 to Personnel Officers introduced, with st effect from 1 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 2 years from termination of the employment. Thereafter the consent of the Minister for Public Expenditure and Reform will be required prior to re-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) and the Ministers consent will have to be secured prior to employment by any public service body. Declaration: Applicants will be required to declare whether they have previously availed of a public service scheme of incentivised early retirement and/or the collective agreement outlined above. 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.

Director The National Library of Ireland

Appendix 3: Other important information The Public Appointments Service/National Library of Ireland will not be responsible for refunding any expenses incurred by candidates. The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that the Public Appointments Service (PAS) is satisfied that such a person fulfils the requirements or is not disqualified by law from holding the position. Prior to recommending any candidate for appointment to this position the PAS will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment 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, PAS may at its discretion, select and recommend another person for appointment on the results of this selection process. Candidates should note that any attempt to canvass support for an application will lead to disqualification. Confidentiality and Freedom of Information Subject to the provisions of the Freedom of Information Act, 1997 applications will be treated in strict confidence. All enquires, applications and all aspects of the proceedings are treated as strictly confidential and are not disclosed to anyone, outside those directly involved in that aspect of the process. Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes. 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 PAS require in regard to any matter relevant to their candidature, will have no further claim to consideration. Quality Customer Service We aim to provide an excellent quality service to all our customers. If, for whatever reason, you are unhappy with any aspect of the service you receive from us, we urge you to bring this to the attention of the unit or staff member concerned. This is important as it ensures that we are aware of the problem and can take the appropriate steps to resolve it. Feedback Feedback will be provided on written request. Data Protection Acts 1988 & 2003 When your application form is received, we create a record in your name, which contains much of the personal information you have supplied. This personal record is used solely in processing your candidature and should you be successful certain information you provide will be forwarded to the employing organisation. Such information held is subject to the rights and obligations set out in the Data Protection Acts, 1988 & 2003. To make a request under the Data Protection Acts 1988 & 2003, please submit your request in writing to: The Data Protection Coordinator Public Appointments Service Chapter House 26-30 Abbey Street Upper Dublin 1 ensuring that you describe the records you seek in the greatest possible detail to enable us to identify the relevant record. A fee of 6.35 should accompany your request. Payment should be made by way of bank draft, money order, or personal cheque, made payable to the Public Appointments Service. Certain items of information, not specific to any individual, are extracted from records for general statistical purposes.

Director The National Library of Ireland