What is……

- Your ideal job specification.
- What type of people would you like to work with?
- What hours and what location would you like to work?
- How do you want to be managed?
- How much responsibility do you want to have?
- What type of career prospects do you need to have?
- Is it possible to get there? Are there financial or dependent restrictions?
- What is realistic? What is achievable? What is essential and what is a “nice to have”?
- How could I overcome any obstacles?
- How important is job security?
- Do I need an important sounding title?
- Would I prefer to work in a large or small business?
- How much am I worth? What is the absolute lowest base salary will I consider?
- Would I relocate for the right role? If not, what is a feasible commute?
- Am I looking for a job with a social life as well?
- What do I not enjoy doing?
- Is further education worth it?
- Will I consider contract?

Mairead Griffin, Career Coach & Outplacement Specialist, http://www.careermentors.ie 01-2160880

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1. Is the role Permanent / Full time / Contract
2. Reason for the vacancy
3. Background to the organisation – Location, Size, Culture, Key Clients, Recent Announcements
4. Who are their main competitors?
5. What distinguishes them from their competitors?
6. Structure of the department
7. Who the role reports into?
8. Is there any people management
9. What are the 5 main key responsibilities
10. What is the breakdown of the role e.g 20% Recruitment, 80% Employee Relations

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What is needed?
Total dedication
Time
Help and support of your family and friends

What are the benefits?
You are your own boss and you have control over your own decisions
You will gain a broad understanding of business which will stand to you forever
Flexibility

What are the cons?
You need to be working to be earning
Getting time off can be difficult
You will have total responsibility for success or failure

Mairead Griffin, Career Coach, Career Mentors, http://www.careermentors.ie

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With the earthquake in Haiti and the pleas for help, it made me realise how much support jobseekers could provide to non-profit organisations locally here in Ireland. Charities revenues are down 30%. No matter what your career to date has been, it is likely that your skills would add value to any non-profit.

Why do voluntary work?

- It’s an opportunity to help a cause that is close to your heart. Most charities welcome volunteers with open arms. There are over 600 charities in Ireland ( check out http://www.thewheel.ie ) most of whom would welcome the contribution of experienced, motivated individuals.

- Volunteering can develop your transferable skills as the work can be very varied ranging from care work to meals on wheels to fundraising to retail work

- Keeps you active and out there interacting with people. When you are between jobs, it’s important that you develop a routine and interests outside of job searching!!

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Mairead Griffin, Career Coach, Career Mentors http://www.careermentors.ie

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Is a redundancy lump sum payment taxable?
A statutory redundancy lump sum, which under the law must be paid, is entirely tax-free. Only a payment above and beyond the statutory payment (an ex-gratia payment) is taxable –and only when it goes over a certain limit. For information on this, contact the Telephone Information Office of the Revenue Commissioners at 1890 60 50 90.

What is the situation regarding workers on what is called “fixed-purpose” contracts?
The Redundancy Payments Act 2003 safeguards the right to redundancy of a worker employed under a “fixed-purpose” contract i.e. where the exact duration of the contract was incapable of being determined at the beginning. If the contract is not renewed following the fulfilling of the purpose, with the fixed-purpose contract therefore ceasing, a redundancy situation can arise. There is already provision under Section 9(1)(b) of the Redundancy Payments Act, 1967 regarding fixed-term contracts under which a redundancy situation exists where a fixed-term of employment expires without being renewed under the same or a similar contract.

What is the position regarding the redundancy rights of Part-Time Workers?
The Redundancy Payments Act 2003 has secured the rights of part-time workers to a statutory redundancy payment through amending insurability requirements for redundancy to bring them into line with the Social Welfare Acts and the Protection of Employees (Part-Time Work) Act 2001. This is in line with the provision of the 2001 Act that part-time employees cannot be treated in a less favourable manner than comparable full-time employees in relation to conditions of employment. In particular, there is recognition for the rights of workers to statutory redundancy in the following cases – (a) casual employment, (b) subsidiary employment (where a person depends on another employment for his/her livelihood) and (c) employment of inconsiderable extent i.e. very low wage.

Mairead Griffin, Career Coach & Outplacement Specialist, Career Mentors -

Phone 01-2160880 Email mairead@careermentors.ie

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