Housing Welfare Officer

Clarecoco; Ireland; On-site; EUR 56,000 - 74,000; Full time

Job summary

Clare County Council invites suitably qualified persons for the Housing Welfare Officer competition. The role supports vulnerable households, sustains tenancies and prevents homelessness, helping applicants access necessary supports.

The ideal candidate will have a recognised social work qualification, drive, and strong ICT skills, with experience in housing or social care contexts and excellent communication abilities.

Qualifications

• recognised professional Social Work and/or Social Care qualification required
• Experience in social work/social care that enables discharge of duties
• Current valid driving licence (Category B)

Responsibilities

• Provide social supports and housing welfare assistance to applicants and tenants with Housing Assessments, Allocations and Homeless Teams
• Visit housing applicants and tenants in local authority accommodation as required
• Complete accommodation needs assessments for housing applicants/tenants
• Make recommendations for accommodation provision by local authority or voluntary bodies
• Prepare written reports on clients and projects as required
• Ensure tenancy agreements are observed and report issues to relevant agencies
• Liaise with state and NGO agencies and attend inter-agency meetings
• Refer child protection concerns to appropriate agency per Children First Guidelines
• Attend and present at Housing Strategic Policy Committees meetings
• Assist tenants to engage with other council or government services
• Review policies for special needs lists (e.g., disabled persons)
• Manage statistics for Housing Welfare referrals
• Implement new/existing housing initiatives
• Maintain clear referral and tenancy reports
• Possess excellent Excel, Microsoft Office and PowerPoint skills
• Deputise for other Council employees when required
• Undertake other duties as assigned by Chief Executive

Skills

Interpersonal skills

Communication

Problem solving

Project management

Stakeholder engagement

Report writing

Confidentiality

ICT systems

Health & Safety

Working under pressure

Education

Social Work qualification

Tools

Excel

PowerPoint

Microsoft Office

Job description

Clare County Council/ Comhairle Contae an Chláir is the authority responsible for Local Government in County Clare. The corporate headquarters are located at Áras Contae an Chláir, New Road, Ennis and there are four Municipal Districts (Ennis, Shannon, Killaloe, and West Clare) which are supported through area offices in Ennis, Scarriff, Shannon, Ennistymon and Kilrush. There are 28 elected members, approximately 990 staff and an annual operating budget of €204 million in 2026.

Clare County Council provides a diverse range of services across a large geographic area. Key services areas include Planning, Placemaking & Economic Development, Rural & Community Development, Housing Services, Housing Activation & Delivery, Capital Infrastructure Delivery, Land Activation, Derelict Sites and Property, Transportation, Mobility and Health & Safety, Climate Action, Environment & Water Services, Fire Service, Building Control & Major Emergency Management, Tourism, Festivals & Events, Libraries, Arts & Cultural Services, Enterprise and Investment, along with Sports & Amenities. These operations are supported by internal services which include ICT & Digital Services, Corporate Services & Governance, Finance, People, Culture and Organisational Development functions.

There is a diverse demographic across urban and rural communities with tourism bringing seasonal changes in population and activity in the county. The Shannon estuary, Shannon Airport, industrial zones, and geographic location between larger urban areas, coupled with the unique landscape and heritage add to the diversity of activity in the County. Local democracy is strengthened through the Municipal Districts and changes in legislation and regulation have placed greater emphasis on the role of the Local Authority in driving economic activity, ensuring accountability, accessibility and innovation while placing the customer and the community to the fore of service delivery.

The Competition

Clare County Council is currently inviting applications from suitably qualified persons for the above competition. Clare County Council will, following the interview process, may form a panel for the post of Housing Welfare Officer from which future relevant vacancies may be filled subject to sanction approval from the Department of Housing, Local Government and Heritage. Positions will be offered in order of merit as per the panel. This panel will exist for 12 months and may be extended for a further period of 6-12 months at the discretion of the Chief Executive.

Job Description

The Housing Welfare Officer plays a key role in supporting vulnerable households, sustaining tenancies, preventing homelessness, and ensuring that housing applicants and tenants can access the services and supports necessary to improve their housing stability, wellbeing, and quality of life.

Essential Skills & Experience for the role

The ideal candidate for the position shall:

• Interpersonal and communication skills
• Engaging with a wide range of people and maintaining good working relationships
• Working collaboratively with service users, work colleagues and other professionals
• Problem solving & Decision making
• Project management
• Stakeholder networking and engagement
• Administration and report writing
• Dealing effectively with conflicting demands
• Working under pressure to tight deadlines
• Leading and co-ordinating (external) agencies
• Engaging and networking with stakeholders
• Acting on own initiative
• Maintaining confidentiality
• Operation of ICT systems and standard office software packages
• Health & Safety Management

Desirable Skills & Experience for the role

It is desirable that candidates will demonstrate through their application form and at the interview the following:

• Possess excellent professional experience, knowledge and skills
• Experience of social care work within a housing context
• Knowledge and experience of crisis intervention
• Knowledge and experience of a range of social work /care models/interventions
• Experience of working with vulnerable adults
• Experience in relation to child protection
• Experience in engaging with a diverse range of stakeholders and maintaining good working relationships
• Dealing effectively with conflicting demands
• Working under pressure to tight deadlines
• Excellent communication and interpersonal skills
• Ability to work independently or within multi-disciplined teams
• Problem solving and decision making skills
• Planning and organisational skills
• Possess strong ICT and presentation skills

Duties

The duties to be assigned include the following although this list is not exhaustive and may be reviewed from time to time as organisational needs require.

The duties will include but will not be limited to the following:

• The provision of Social Supports and Housing Welfare supports to housing applicants and tenants as deemed necessary. This will occur with colleagues as part of the Housing Assessments, Allocations and Homeless Teams.
• Visits as required and as necessary to housing applicants and tenants residing in local authority accommodation, and to other housing applicants as assigned by the line manager.
• The completion of an accommodation needs assessment for housing applicants / tenants, and other housing applicants as required.
• Make recommendations regarding tenants and applicants for accommodation provided by the voluntary and local authority.
• The completion of written reports in relation to clients and other projects as required.
• Ensure that tenancy agreements are being observed and report issues arising, to relevant personnel or appropriate agencies.
• Ensure other support needs are provided if identified.
• Liaise with other agencies, both state and NGOs and attend inter agency meetings and case conferences as required.
• Refer child protection concerns to the appropriate agency in accordance with the Children First Guidelines and Council policy.
• Attend and present at meetings of the Housing Strategic Policy Committees and any other meetings, as requested by the line manager.
• Assist tenants to engage with other sections of the local authority or government departments from which they may need assistance or advice.
• Review policies and assist in their implementation for special needs list in areas such as disabled persons.
• Manage all statistics for Housing Welfare referrals.

Assist in the implementation of new and existing initiatives on all housing related matters.

• Keep clear and concise reports of referrals and supported tenancies.
• Have excellent knowledge of Excel, Microsoft and PowerPoint.
• Deputise for other employees of the Council when required.
• To undertake any other duties as assigned by the Chief Executive

Qualifications for the post

1. Character

Candidates shall be of good character.

2. Health

Each candidate must be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Each candidate must, on the latest date for receipt of completed application forms:

(a) hold a recognised professional Social Work and/or Social Care qualification, the National
Qualification in Social Work or Certificate of Qualification in Social Work or a recognised
qualification in Social/Community Care (Level 8);

AND

(b) have satisfactory experience in social work/social care that will, in the opinion of the local
authority, enable him or her to discharge the duties of the office.

AND

(c) Candidates must also hold a current valid and unendorsed driving licence in respect of category B
vehicles

Failure to input and upload proof of essential educational qualifications in your application form will deem you ineligible for this competition.

Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications, overseas qualifications must also be accompanied by a translation document.

Competency 1 Management and Change

• Ability to think and act strategically to ensure functional responsibility in the context of the provision of social work and tenant welfare services is properly aligned with corporate policies and strategies
• Demonstrates knowledge of current local government issues and has a clear and
  realistic view of future trends and strategic direction of local government.
• Embeds good governance practices into day-to-day activities, practices, and processes
• Develops and maintains positive and productive professional relationships both internally and externally to the local authority
• Effectively manages change, foster a culture of creativity in employees and overcomes resistance to change

Competency 2 Delivering Results

• Acts decisively and makes timely, informed, and effective decisions
• Pinpoints critical information and address issues logically
• Develops operational and team plans if required having regard to corporate priorities, operational objectives, and available resources
• Establishes high quality service and customer care standards
• Allocates resources effectively to deliver on operational plans
• Identifies and achieves efficiencies
• Ensures compliance with legislation, regulation, and procedures

Competency 3 Performance Through People

• Effectively manages performance of individuals and teams to achieve operational targets and objectives
• Leads by example to motivate staff in the delivery of high-quality outcomes and customer service
• Understands effective communications at all levels within the organisation
• Actively listen to others
• Demonstrates high level of verbal and written communication skills
• Ability to foster and maintain productive working relationships within the organisation and with relevant stakeholders externally

Competency 4 Personal Effectiveness

• Take initiative and be open to taking on new challenges or responsibilities.
• Enthusiasm and positivity about the role
• Manage time and workload effectively.
• Maintain a positive and constructive and enthusiastic attitude to their role.
• Resilience and Personal Well-Being
• Personal Motivation
• Understands the importance of corporate governance
• Commitment to integrity & good public service values
• Understanding the structures and environment within which the local authority sector operates and the role of the Housing Welfare Officer in this context
• Political awareness

The salary shall be fully inclusive and shall be as determined from time to time. Holders of the post will be paid at the appropriate point on the salary scale in accordance with the relevant Department Circular. Where the appointee has been serving elsewhere in the public service in an analogous grade and pay-scale and will be moving without break to another part of the public sector at an analogous grade, the appointment may be made at the appointee’s current point of scale. The rate of remuneration may be adjusted from time to time in line with Government pay policy. Starting pay for new entrants to the sector will be at the minimum of the scale.

The current salary scale applicable to the post (June 2026): €56,319, €58,971, €61,646, €64,344, €67,028, €69,715, €72,406, €73,812 (LSI1)

The current annual leave entitlement is 30 days per annum. Clare County Council’s holiday year runs from 1 st January to 31 st December. Granting of annual leave, payment for annual leave and arrangements for public holidays will be governed by the provisions of the Organisation of Working Time Act, 1977 (as amended).

Working Hours

The working hours effective from 1st July 2022, provide for a five day, thirty-five hour working week. The post may require flexibility in working outside of normal hours, including evenings and/or weekends, as necessary.

The provisions of Clare County Council’s Leave Policy is applicable to this grade at the current time.

Age

Each candidate must be under 70 years of age on the latest date for receipt of completed Application Forms for the office if they are deemed not to be new entrants to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

However, the age restriction of 70 years does not apply to "new entrants" to the Public Service as defined by the Public Service Superannuation (Miscellaneous Provisions) Act 2004.

Candidates must, by the date of any job offer, be:

• A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein, and Norway; or
• A citizen of the United Kingdom (UK); or
• A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or
• A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or
• A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa or
• A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa.

Terms and Conditions of Employment

CANVASSING

Any attempt by a candidate or by any person(s) acting at the candidate’s instigation, directly or indirectly, by means of written communication or otherwise, to canvass or otherwise influence in the candidate’s favour, any member of the staff of Clare County Council or person nominated by the County Council to interview or examine applicants, will automatically disqualify the candidate for the position being sought.

CRIMINAL CONVICTIONS

It is the responsibility of the candidate to declare if they are in receipt of any convictions/prosecutions and to bring this to the attention of the People & Culture Officer without delay.

GARDA VETTING

Successful candidates may be subject to Garda Vetting in advance of appointment to the position in line with the requirements of the National Vetting Bureau (Children and Vulnerable Persons) Acts 2012 to 2016.

HEALTH

For the purpose of satisfying the requirements as to health, it may be necessary for the successful candidate, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the local authority. On taking up appointment, the expense of the medical examination will be refunded to candidates.

LEARNING AND DEVELOPMENT

It is a condition of employment that successful candidates will be required to participate in training programmes relevant to the skills necessary for the performance of the duties attaching to the post. In addition, there are many opportunities for further professional and personal development.

OUTSIDE EMPLOYMENT

The position is whole-time, and the employee may not engage in private practice or be connected with any outside business which would interfere with the performance of official duties.

POLICIES & PROCEDURES

The post-holder will be expected to abide & adhere to the policies & procedures applicable to Clare County Council. These include but are not limited to:

• Code of Conduct for Employees
• Attendance Management Policy & Sick Leave scheme
• Grievance
• Performance Management & Development System
• Confidentiality
• Information Communications & Acceptable Usage Policy and Social Media Policy
• Anti-Fraud and Corruption Policy
• Dignity at work

PRIVACY

Please refer to the Candidate Privacy Notice

PROBATION

Where persons who are not already permanent employees of a local authority are appointed, the following provisions shall apply:

• there shall be a period after such appointments take effect during which such persons shall hold such office on probation;
• such period shall be eleven months, but the Chief Executive may at their own discretion extend such period;
• such persons shall cease to hold such employment at the end of the period of probation unless during such period the Chief Executive has certified that the service of such persons is satisfactory;
• the period at (a) above may be terminated on giving one weeks’ notice as per the Minimum Notice and

Terms of Employment Acts;

• there will be assessments during the probationary

RECRUITMENT

An eligibility exercise may be carried out, if required, on all applications received to determine if applicants satisfy the essential qualification criteria outlined in the Job Specification Document.

Shortlisting:

Clare County Council may short-list based on an examination of the application forms received. In this instance, an expert board will examine the application forms against a pre-determined criteria based on the requirements of the position.

Short-listing 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. It is therefore in your own interest to provide a detailed and accurate account of your relevant qualifications/ work experience on the application form and also to demonstrate sufficient evidence if competencies are required for this position. Shortlisting may also take the form of a short interview.

Competency Based Competitions:

If the recruitment competition is competency based, candidates will be expected to demonstrate sufficient evidence within their application form of competence under each of these. Competencies for the competition will be outlined in the Job Specification Document. Please take particular note of these when completing the application form as any short-listing or interview processes will be based on the information provided by candidates in the application form.

Competitive Interviews:

Selection will be by means of a competition based on an interview conducted by or on behalf of the local authority. The number of persons to be invited shall be determined by the Local Authority. Candidates will be required to pay any expenses incurred by them in attending the interview.

A panel may be formed on the basis of such interview. Candidates whose names are on a panel and who satisfy the local authority that they possess the qualifications declared for the post and that they are otherwise suitable for appointment may, within the life of the panels, be appointed as appropriate vacancies arise.

REFERENCE/DOCUMENTARYEVIDENCE

Each candidate may be required to submit as references, the names, and addresses of two responsible persons to whom they are well known but not related, at least one of whom must be a recent former employer and/or current employer. Candidates may be required to submit documentary evidence to the local authority in support of their application.

The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that Clare County Council 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 you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet the essential entry requirement but nevertheless attend for interview you will be putting yourself to unnecessary expense. Prior to recommending any candidate for appointment to this position, Clare County Council will make all such enquiries that are deemed necessary to determine the suitability of the candidate.

RETIREMENT

• The compulsory retirement age for new entrants who joined the public service on or after 1st January 2013 is 70 years. Minimum retirement age is in line with State Pension age changes, as
• There is no mandatory retirement age for ‘New Entrants who joined between 1st April, 2004 and 31st December