Enable units to build and maintain locally controlled databases, and to feed data to the Quality Office. This includes the provision of training; Analyse institutional data and report on findings to College bodies and student bodies; Contribute to Internal and External Quality Reviews by sourcing, collating and integrating data sets from a wide variety of data holders within the College and render structured data reports, tables and visualisations for use within the reports; Collaboratively design, deliver and promote qualitative and quantitative data-gathering instruments; Liaise with the Director of Quality and Quality Assurance Manager
A third level qualification in Research Methodology, Computer Science, Social Science, Educational Technology or equivalent at level 6 or higher on the National Qualifications Framework, AND a minimum of 2 years relevant experience in any of the above listed disciplines; Or A minimum of 5 years’ previous experience in a comparable role; Experience of developing and delivering qualitative and quantitative data gathering instruments; Excellent quantitative and qualitative data analysis skills and experience in using data interrogation tools such as Microsoft Excel, SurveyMonkey, SPSS and other similar tools; Excellent report-writing, document presentation and process visualisation with experience in using productivity tools such as Microsoft Word, SharePoint, PowerPoint and Visio; Excellent administrative, organisational and inter-personal skills and experience; Proven ability to work collaboratively and supportively with a wide variety of stakeholders, both internal and external to the enterprise, and at a multiplicity of seniority levels; Capacity for dealing with highly confidential information in a very discreet manner
INSTITUTIONAL DATA ANALYST (Executive Officer) GENERAL JOB SPECIFICATION Duties and Terms & Conditions of Employment 1. PREAMBLE Mary Immaculate College (MIC) is an autonomous, university - level, Catholic College of Education and the Liberal Arts. Founded in 1898, and linked academically with the University of Limerick, MIC is the oldest higher education institution in Limerick. Significant expansion in recent decades has seen the College’s offerings proliferate across two impressive campuses, one b ased in the heart of Limerick City and one in Thurles, Co. Tipperary. The diverse student community is made up of more than 5,000 learners, participating in nine undergraduate degree programmes and a multiplicity of postgraduate opportunities extending to doctoral level. Academic staff are engaged in a wide range of research interests which underpins all teaching and learning at the College. MIC seeks to prepare i ts students for professional excellence and to nurture their capacity to lead flourishing lives. 2. CANDIDATE PROFILE AND SCOPE OF THE POSITION The College wishes to fill the position of Institutional Data Analyst on a Specific purpose basis while the current post - holder is on temporary leave . It is intended that the post will commence immediately . The work of the successful candidate will be conducted within the MIC Quality Office which has a key requirement for the collation and analysis of institutional data for the purposes of supporting the process of continuous quality assurance, quality review, and enabling the strategic planning and decision - making processes of units across the institution. Candidates will have excellent data analytical skills , as well as experience in the design and analysis of qualitative and quantitative survey Institutional Data Analyst will assist with the coordination and implementation of stakeholder surveys, and will be responsible for anal ysing and reporting trends emerging from survey data. A key responsibility of the appointee will be to liaise with a broad range of functional areas and departments within the College, with the objective of sourcing and collating data to enable evidence based decision - making. This post requires that the successful candidate will have the ability to liaise with a diverse range of students and staff, as well as high - level administrative and organisational skills. The post - holder will be a proven team - player, be highly motivated and have excellent communication skills, including the ability to produce high - quality written reports, including those with technical language and quantitative data. The post also requires that the successful candidate wil l have the ability to deal with highly - confidential information in a very discreet manner. 2 Essential Qualifications & Skills In order to be considered for this post, applicants must have : 1. (a) A third level qualification in Research Methodology, Computer Science, Social Science , Educational Technology or equivalent at level 6 or higher on the National Qualifications Framework, AND a minimum of 2 years relevant experience in any of the above listed disciplines; Or (b) A minimum of 5 years’ previous experience in a comparable role ; 2. Experience of developing and delivering qualitative and quantitative data gathering instruments; 3. Excellent quantitative and qualitative data analysis skills and experience in using data in terrogation tools such as Microsoft Excel, SurveyMonkey, SPSS and other similar tools; 4. Excellent report - writing, document presentation and process visualisation with experience in using productivity tools such as Microsoft Word, SharePoint, PowerPoint and Visio; 5. Excellent administrative, organisational and inter - personal skills and experience; 6. Proven ability to work collaboratively and supportively with a wide variety of stakeholders, both internal and external to the enterprise, and at a multiplicity of se niority levels; 7. Capacity for dealing with highly confidential information in a very discreet manner. It is desirable that candidates will also have: 1. 2 years relevant experience in data analytics; 2. An excellent understanding of the higher education sector. Candidates must clearly indicate in their applications how they meet each of the above criteria. 3. JOB DESCRIPTION Reporting Relationship The appointee is required to carry out the duties attached to the post, under the general direction of the Quality Assurance Manager, to whom he/she reports and to whom he/she is responsible to for the performance of these duties in the first instance, the Director of Quality and to the Vice - President Academic Affairs , who has an oversight role in Quality Assurance. The appointee also reports to the College President and/or to such other College Officers as the President may designate from time to time. S/he will also liaise with the Vice Presidents, Deans, Heads of Departments, Course Leaders and other College personnel and with relevant College bodies in carrying out the duties attaching to the post. Role & Responsibilities Enable units to build and maintain locally controlled databases, and to feed data to the Quality Office. This includes the provision of training; Analyse institutional data and report on findings to College bodies and student bodies; Contribute to Internal and External Quality Reviews by sourcing, collating and integrating data sets from a wide variety of data holders within the College an d render structured data reports, tables and visualisations for use within the reports; Collaboratively design , deliver and promote qualitative and quantitative data - gathering inst r uments; Liaise with the Director of Quality and Quality Assurance Manager; The duties and responsibilities are broadly defined and are not exhaustive. The performance of the entire range of duties is not necessarily confined to any one individual, as the work requires that the staff 3 function in a flexible manner, and work together as a team. The College retains the right to assign new duties and/or to re - assign staff to other areas of the College, in response to service needs. 4. TERMS AND CONDITIONS OF EMPLOYMENT General All persons employed will sign an appropriate contract, which will contain terms and conditions of the employment. A job description is given to all applicants for employment and this will form part of the contract documentation. Place of Work The appo intee’s place of work will be Mary Immaculate College, Limerick. The College reserves the right to require the appointee to work from any other location. It is a requirement of the College that the appointee must reside within a fifty - f the College. Exclusivity of Service and Outside Work The person appointed will be required to devote his/her full - time attention and abilities to his/her duties during his/her working hours in the College and to act in the best interest of the College at all times. Therefore, for as long as the successful applicant is working in the College, he/she may not, without the prior written consent of the College, be actively engaged or concerned in any way, either directly or indirectly, in any other business or undertaking where this is or is likely to be in conflict with the College’s interests or the performance of the duties that the person has been employed for. The appointee will not, during his/her tenure of office, undertake paid outside work unless he/she has received the permission of the Executive Team of Mary Immaculate College to undertake such work on the terms and conditions as agreed for the particular undertaking in question. In every case, it is the duty of the appointee to seek in writing the prior permission of the Executive Team. It is also the duty, in every case, of the appointee to inform the person or body for whom the work is being undertaken, that the work is being conducted in a private capacity and that the College cannot in any circumstances be responsible for such work. Probationary Period The appointment is subject to satisfactory completion of the standard 9 month probationary period. The probationary period may be extended at the discretion of the College but will not in any case exceed 11 months. Absences during the period of probation will extend the probationary period. Performance and conduct during the probationary period wil l be monitored through a process of assessment meetings. Termination of employment during the probationary period will be at the discretion of the College. An abridged version of the disciplinary procedure will apply to employees on probation. Hours of Attendance Full time hours are 37 hours per week. The normal hours of duty are Monday to Thursday, 8.45am to 5 pm and Friday 8.45am to 4.30pm with a 45 minute lunch break each day. However, the duties attaching to the position are such that the post holder may be required to work evenings/weekends on occasion to accommodate service needs. No overtime will be paid but “Time - Off - In - Lieu (TOIL)” will be allowed where the 37 hour week threshold is exceeded. The College reserves the right to adjust startin g and finishing times or days of duty to meet service needs. 4 Salary The Salary scale for this position has been approved by the Department of Education & Skills and the Higher Education Authority in line with Government Policy on Public Sector remuneration. The rate of remuneration may be adjusted from time to time in line with Government pay policy. The appointment will be made on the salary scale at a point in line with current Government Pay Pol icy. New entrants to the Civil or Public Sector, as defined in Circular 18/2010, will commence on the first point of the salary scale. The grading and salary scale for this post is that of Executive Officer: The Executive Officer (Grossed Up) annual salary scale with effect from 1 st October 2018 is: €30,304 to €46,891, €48,427(LSI), and €49,959(LSI) The Executive Officer (New Entrants Grossed Up) annual salary scale with effect from 1 st October , 2018 is: €27,376 - €46,891, LSI 1 : €48,427, LSI 2 €49,959 Salary will be paid on a monthly basis on the 2 nd last bank working day of each month, using the Paypath facility. Payment of salaries and wages are subject to statutory deductions, i.e. Income Tax (PAYE), Superannuation Contributions and Pay Re lated Social Insurance (PRSI). Superannuation New entrants to the public service will be required to participate in the Single Public Service Pension Scheme and pay Superannuation contributions at the appropriate rates in accordance with the provisions of the P ublic Service Pensions (Single Scheme and Other Provisions) Act, 2012. All other eligible appointees are automatically included in the Colleges’ of Education Pension Scheme on taking up appointment. In compliance with the Colleges of Education Pension Sc heme, deductions amounting to 6.5% are made from salary. Details of the regulations concerning the Colleges’ of Education Pension Scheme may be obtained from the College’s Human Resources Office. The mandatory retirement age for new entrant staff in emplo yment in the public service after 1st January 2013 is 70 years. All other Members of the College’s staff must retire at the age of 65. Staff who are not eligible for membership of the Colleges’ of Education Pension Scheme or the Single Public Service Pen sion Scheme may avail of a PRSA (Personal Retirement Savings Account). A designated PRSA provider has been nominated by the College and staff who are not eligible for membership of the aforementioned schemes should contact the Finance Office for further in formation on PRSA. Annual Leave The annual leave entitlement for this grade is 25 working days per leave year. Annual leave should be taken when students are off campus and the taking of leave must have the prior approval of the relevant Line Manager Public Holidays are granted in accordance with the provisions of the Organisation of Working Time Act, 1997. Sick Leave There is a discretionary sick pay scheme, details of which are available from the Human Resources Office. Employees who have a minimum 3 months continuous employment with the College may be granted sick pay subject to the terms of the Public Service Sick Leave Scheme. Sick pay is contingent on full cooperation and compliance with the Colleges absence management procedures. 5 Termination of Employment At least two calendar months written notice is required to resign this post. On the termination of employment but before departing from the College, staff members are required to return to the College all books, reports, memoranda, correspondence, papers, records, reports, files including data held on electronic files, computer disks, ele ctronically recorded discs, and any other documentation, and all other property, including office keys, belonging to the College or relating to its business or affairs which are in the possession of a staff member or under his/her control when the employme nt is terminated. Confidentiality In the course of working in Mary Immaculate College, the person appointed may have access to or hear information concerning staff and/or students and/or the functioning and the business of the College. Such information acquired in the course of employment with the College, including any aspect of the College’s responsibilities or operations, is considered to be confidential information. On no account must information concerning students, staff or other Colleg e business be divulged or discussed except in the performance of normal duties and, unless authorised to do so, this information shall not be communicated to a third party. In addition r ecords must never be left in a manner that unauthorised persons can o btain access to them and must be kept in safe custody when no longer required. Health & Safety Mary Immaculate College will ensure as far as reasonably practicable, a safe and healthy work environment. Therefore, it is the duty of each employee to take r easonable care to protect the health and safety of themselves and of other people in the workplace. Each employee must comply with all health and safety policies and procedures in operation in Mary Immaculate College and familiarise him/herself with the Sa fety Statement. Employees are obliged to wear the PPE (Personal Protective Equipment) they have been provided with and no person shall intentionally or recklessly interfere with or misuse any appliance, protective clothing or other equipment provided in t he workplace for health and safety purposes. Employees are statutorily/legally obliged to ensure that any accidents/incidents which may occur are reported promptly to the Health and Safety Officer on the MIC Accident/Incident Report Form. The person appoi nted to this post must fully participate in and attend all relevant work related health and safety training as may be required by the College. College Policies, Rules and Regulations The College is a Public Sector employer and is bound by National Agreements. It is also bound by regulations, circulars and directives issued on behalf of Government by the Department of Finance, the Department of Education & Skills and the Higher Education Authority. Employees are at all times subject to the provisions of the College policies, rules and regulations. These policies include but are not confined to Discipline & Grievance Policies, Dignity at Work, Examination Rules & Regulations, Policy on Responsible Com puting and Use of Information Technology Facilities. These policies are outlined in the Staff Handbook for College employees. All employees are required to familiarise themselves with the contents of the Handbook, which is available via the Human Resources webpage on the College website. 6 5. APPLICATION AND SELECTION PROCESS The number of applications received for a position generally exceeds that required to fill the position and while a candidate may meet the eligibility requirements of the are such that it would not be practical to interview everyone, the College may decide that only a limited number of candidates will be called to interview. In this respect the College will provide for the employment of a short listing process to select a group for interview who, based on an examination of the application forms appear to be most suitable for the position. An expert board will examine each application form against pre - determined criteria based on the requirements of 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 based on their application, appear to be better qualified an d/or have more relevant experience. It is therefore in the candidate’s own interest to provide a detailed and accurate account of qualifications/ experience on the application and clearly identify how they meet the specified candidate criteria. The select post. A recommendation for appointment will be made by an Interview Board. The appointment will be based on this recommendation, except where consideratio ns of health or an unsuitable record in previous employment warrants a departure. A panel will be formed from which temporary appointments to this post may be filled during the life of the panel (12 months). Candidates must produce satisfactory documenta ry evidence of all training and experience claimed by them, if required by the College. Medical Examination For the purpose of satisfying requirements as to health, successful candidates, before being appointed, may be required to undergo pre - employment health screening. Garda Vetting Successful applicants will be required to undergo Garda vetting if they h ave not already done so during their employment with the College. Specific instruction on this process will be given at the appropriate time. Applicants who do not comply with the College’s requirements in this regard will be excluded from consideration f or appointment. Making of Applications Application forms for this post may be downloaded from the Mary immaculate College website. Four copies of the completed application form must be submitted. Email applications will not be accepted. Applications must be submitted in typed format. Handwritten applications will not be accepted. Incomplete applications, including those submitted with fewer than the required number of copies, will not be accepted. Applications must reach the Human Reso urces Office, Mary Immaculate College, South Circular Road, Limerick not later than 2pm on Friday , 14 th December 2018 Late applications will not be accepted. The College will not be responsible for any expenses, including travelling expenses, which candidates may incur in connection with their candidature. 7 Any attempt by a candidate either personally or through any other person, on their behalf, to canvass or otherwise influence the outcome of the selection/interview process in his/her favour will lead to disqualification ignored. Mary Immaculate College is an equal opportunities employer. Cuirfear f?ilte roimh iarratais ? dhaoine go bhfuil dearcadh dearfach acu i leith na Gaeilge. Applications are welcome from people who have a positive outlook to Irish. November 2018
Please click here, if the Job didn't load correctly.
Please wait. You are being redirected to the Job in 3 seconds.