Job Description

College | Management Unit: College of Engineering and Architecture

School | Unit: UCD School of Electrical and Electronic Engineering
Post Title & Subject Area Teaching Fellow in Energy Systems
Post Duration: Specified Purpose (estimated 12 months)
Grade: Teaching Fellow
Reports to Prof Andrew Keane
Competition Ref. N⁰ 015446
HR Administrator Efi Katsouri

Position Summary:
MicroCreds is an ambitious 5-year project led by the Irish Universities Association (IUA) in partnership with seven
IUA universities, including University College Dublin. The project is funded through the Department of Further and
Higher Education, Research, Innovation and Science’s (DFHERIS) Human Capital Initiative Pillar 3 Innovation and
Agility, with funding drawn from the National Training Fund. MicroCreds aims to establish an innovative system of
quality assured and accredited micro‐credentials across the seven IUA universities. MicroCreds will provide
up/re‐skilling opportunities to those in employment and those seeking to enhance their employability, and to drive
lifelong learning in Ireland, in close collaboration with enterprise. Building on existing good practice at institutional,
national, European, and international levels, the MicroCreds programme will develop a collective national
framework for micro‐credentials across the universities; build engagement with enterprise for the development
and roll‐out of the micro‐credentials programmes; develop a coordinated ‘shop window’ portal to drive awareness
of MicroCreds; market MicroCreds and help learners to find and track high‐quality, flexible short courses across the
Irish university sector.

Working in partnership with the MicroCreds programme, the UCD School of Electrical and Electronic Engineering
seeks to recruit a temporary teaching fellow. Across the energy sector, there is a demand for flexible, personalised
programmes to meet the needs of a diverse and continuing professional development focussed sector. Recognising
industry needs, the School of Electrical and Electronic Engineering aims to develop a suite of MicroCredentials
offerings in Energy and Energy Systems, allowing individuals to learn at their own pace. Such flexibility will be
attractive to workplace learners and encourage engagement in life‐long learning to enhance career development
and presents an opportunity to support Equality, Diversity and Inclusion goals of employers. The appointee will be
expected to support the development of MicroCredentials/ Graduate Taught offerings within the School, across
several subject / disciplinary areas relevant to Energy and Energy Systems. This will include supporting the
development of content, supporting learning resources and assessment strategies, in conjunction with subject
matter experts within the School. The successful candidate may also be required to contribute to the delivery and
administration of new MicroCredential offerings during the pilot phase. Teaching Fellows are expected to
participate actively in the academic life of the School and make a contribution to School administration. The post is
developmental, and the appointee will be supported to develop their experience and skills towards future career
opportunities.
Salary: €39,000 per annum

Principal Duties and Responsibilities:

Teaching and Student Engagement Duties
o Manage the design, development and delivery of a range of bespoke energy and energy systems modules
to professional learners and graduate students;
o In conjunction with subject matter experts within the School and industry collaborators, support the
development of content, learning resources and assessment strategies in line with students’ needs

© UCD Human Resources Job Description: 015446

o Carry out associated preparation and administration duties which support the energy microcredentials
modules and support the Module Coordination of such;
o Adopt an evidence based approach and ensure continuous quality enhancement, learning and assessment;
o Coordinate and contribute to syllabus design and module enhancement;

Engagement and Development

o Engage with industry collaborators and stakeholders to ensure the content is designed and structured in a
way that supports the sector’s needs
o Engage with a range of industry contact points regarding guest lectures, learning resources, etc. as needed
to develop a highly engaging and relevant learning experience
o Engage with the MicroCreds team regarding project milestones, student experience, etc.
o Provide regular updates and reports on the development and rollout of modules as required.

Administration and Other Duties

o Assist the module coordinator and other relevant faculty and staff in the school in the operational aspects
of the modules, including recruitment, induction, learner queries, etc.
o Engage with UCD administration units and processes as required to effectively carry out the role
o Undertake additional duties as assigned by the School sponsor.

Selection Criteria:
Selection criteria outline the qualifications, skills, knowledge and/or experience that the successful candidate would
need to demonstrate for successful discharge of the responsibilities of the post. Applications will be assessed on
the basis of how well candidates satisfy these criteria.

Mandatory:
• Relevant academic qualification(s): Masters / NFQ Level 9 and / or equivalent professional experience
• Demonstrated ability to develop learning content and assessment strategies
• Knowledge and experience of the energy sector
• Excellent interpersonal and communication skills, with the ability to listen and present complex
information in an accessible way to a range of audiences
• Candidates must demonstrate how they can positively contribute to fostering an inclusive environment
and a level of awareness of equality, diversity and inclusion.

Desirable:
• Demonstrated track record of excellent teaching
• Experience teaching to professional learners at graduate level
• Experience of developing content with industry or external partners

© UCD Human Resources Job Description: 015446

Further Information for Candidates:

Equality, Diversity and Inclusion:

Equality, Diversity, and Inclusion (EDI) at UCD

UCD is committed to creating an inclusive environment where diversity is celebrated, and everyone is
afforded equality of opportunity. Diversity is highlighted in the university’s strategic plan a s one of the core
values of UCD, and its EDI commitment is further demonstrated through the strategic objective relating to
the attraction, retention, and development of an excellent and diverse cohort of students, faculty and
staff. We welcome applications from everyone, including those who identify with any of the protected
characteristics that are set out in our Equality, Diversity and Inclusion policy. The university adheres to a range of
equality, diversity and inclusion policies. We encourage applicants to consult UCD’s equality, diversity and inclusion
policies here https://www.ucd.ie/equality/ .

UCD’s Equality, Diversity and Inclusion Strategy 2018-2020-2025 sets out the University’s objectives aligned to
UCD’s ten equality grounds. Link

UCD’s Vice President for Equality, Diversity and Inclusion chairs the University
EDI Group which works across UCD’s ten equality grounds in collaboration with
College Vice Principals for EDI and EDI School Representatives. UCD’s Equality,
Diversity and Inclusion Unit supports the mainstreming of EDI through the EDI
Group and these roles and leads on the delivery of the EDI Strategy through a
range of initiaitives including policy development, awareness raising and
training, internal and external relationship building, collation and analysing of
data, establishing peer support groups and networks, attainment of
accreditationssuch as Athena SWAN and supporting and promtoting an
environment of mental health and wellbeing and dignity and respect.

UCD has EDI staff networks which are a great opportunity to meet colleagues, network and engage with equality,
diversity, and inclusion initiatives in UCD.
UCD’s EDI Staff Networks include:
• UCD staff disability network

• UCD LGBTI staff network

• UCD Women@STEM

• Multicultural Employee Network UCD (MENU)

You can join UCD’s EDI Staff Networks here: https://www.ucd.ie/equality/groups/edinetworks/

UCD is also engaged with the following initiatives:

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Athena SWAN at UCD
University College Dublin has received its second Athena SWAN Bronze institutional award in recognition of the
university’s work towards gender equality. To achieve this accreditation, an institution must demonstrate that it has
undertaken a thorough self-assessment of gender equality challenges and has developed a detailed action plan to
tackle them. The UCD Gender Equality Action Plan 2020-2024 was prepared by the Gender Equality Action
Group and its Working Groups, in a process that involved external benchmarking, an EDI employee survey, focus
groups and consultation across the university. It includes actions relating to recruitment, promotions, leadership,
work practices, organisation and culture. The implementation of the Plan is already underway and includes
mechanisms to track progress on each of the actions. This action plan includes the actions that arose from the
review of the university’s policy and procedures on Dignity and Respect.

Age-Friendly University
University College Dublin is proud of its designation as an Age-Friendly University as part of the AFU
Global Network. The principles of an Age-Friendly University are: To encourage the participation of older
adults in all the core activities of the university, includ ing educational and research programmes.

University of Sanctuary
UCD was awarded University of Sanctuary status in 2018, (UoSI) is an Irish initiative to encourage and celebrate the
good practice of universities, colleges and other education institutes welcoming refugees, asylum seekers and other
migrants into their university communities and fostering a culture of welcome and inclusion for all those seeking
sanctuary.

Open Doors Initiative

UCD has joined a group of over 95 companies and NGOs, who work with government to create pathways to
employment for marginalised people. These can be internships, scholarships, training courses, aiding entrepreneurs
or full/part time employment, from a range of backgrounds and abilities.
These can be developed out on a bespoke basis with organisations to include specific projects. This group work with
refugees, asylum seekers and migrants, people with disabilities and disadvantaged youth (including those from a
traveller background, LGBTIQ+ etc).
They offer online training, mentorships, assisted learning, seminars, inhouse training for existing employees on a
range of subjects and can assist with funding for training courses you run. They have ongoing meet ups with other
companies and supporting partners who are working to create diversity and inclusion within their organisations.
More details are available on our website here: www.opendoorsinitiative.ie

Supplementary information:

The University: https://www.ucd.ie/

UCD Strategy 2020-2024: Rising to https://strategy.ucd.ie/
the Future
The College/Management Unit: https://www.ucd.ie/eacollege/
The School/Programme Office/Unit: https://www.ucd.ie/eleceng/

© UCD Human Resources Job Description: 015446

Energy Institute: https://energyinstitute.ucd.ie/

Relocation Expenses:

Will not apply

Will be applied in accordance with the UCD Relocation Policy

Garda Vetting required:

NO
YES – Garda Vetting will be conducted for the recommended candidate(s) as part of the selection
process for the post in accordance with the UCD Garda Vetting Policy

Informal Enquiries ONLY to:

Name: Prof Andrew Keane

Title: Director of UCD Energy Institute. Professor in School of Electrical and Electronic
Engineering,
Email address: [email protected]

Particular to this position:

This role will be a hybrid working role.

Travel to meet with industry stakeholders may be required of the role holder.

Conditions specific to this post :

This role will be based on a specified purpose contract to develop and deliver content in line with the funded
project.

Eligibility to compete and certain restrictions on eligibility

It is a condition of the Incentivised Scheme for Early Retirement

Incentivised Scheme for Early (ISER) as set out in Department of Finance Circular 12/09 that
Retirement (ISER): 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

© UCD Human Resources Job Description: 015446

 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
Department of Health and condition of the VER scheme that persons availing of the
Children Circular (7/2010): 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 complete in this competition.
The Department of Public Expenditure and Reform letter dated
28th June 2012 to Personnel Officers introduced, with effect
from 1st 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
Collective Agreement -
relation to ex-gratia Redundancy Payments to Public Servants. It
Redundancy Payments to
is a condition of the Collective Agreement that persons availing
Public Servants:
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 Minister’s
consent will have to be secured prior to employment by any
public service body.
Applicants will be required to sign a Pre-Employment
Declaration to confirm whether they have previously availed of
a public service scheme of incentivised early retirement and/or
the collective agreement outlined above. The above represents
the main schemes and agreements restricting a candidate’s
Declaration:
right to be re-employed in the public service. However it is not
intended to be an exhaustive list and candidates should declare
details of any other exit mechanism they have availed of which
restricts their right to be re-employed in the public service.
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.
The successful candidate will be offered the appropriate
superannuation terms and conditions as prevailing in the
University, at the time of being offered an appointment. In
Superannuation and
general, and except for candidates who have worked in a
Retirement:
pensionable (non-single scheme terms) public service job in the
26 weeks prior to appointment (see paragraph d below), this
© UCD Human Resources Job Description: 015446
 means being offered an appointment based on membership of
the Single Public Service Pension Scheme (“Single Scheme”).
Key provisions attaching to membership of the Single Scheme
are as follows:

a. Pensionable Age - The minimum age at which pension is payable is 66 in line with State Pension
age changes.
b. Retirement Age - Scheme members must retire at the age of 70.
c. Pension Abatement:
• If the appointee was previously employed in the Civil Service or in the Public Service please
note that the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 includes a
provision which extends abatement of pension for all Civil and Public Servants who are re-
employed where a Public Service pension is in payment. This provision to apply abatement
across the wider public service came into effect on 1 November 2012. This may have pension
implications for any person appointed to this position who is currently in receipt of a Civil or
Public Service pension or has a preserved Civil or Public Service pension which will come into
payment during his/her employment in this position.
• 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 documentation, 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 ceasing of such employment or on the person’s 60th birthday,
whichever is the later, but on resumption, the pension will be based on the person’s 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.
d. Prior Public Servant - While the default pension terms, as set out in the preceding paragraphs,
consist of Single Scheme membership, this may not apply to certain appointees. Full details of the
conditions governing whether or not a public servant is a Single Scheme member are given in the
Public Service Pensions (Single Scheme and other Provisions) Act 2012. However the key exception
case (in the context of this competition and generally) is that a successful candidate who has
worked in a pensionable (non-single scheme terms) capacity in the public service within 26 weeks
of taking up appointment, would in general not become a member of the Single Scheme. In this
case such a candidate would instead be offered membership of the UCD Pension Scheme. This
would mean that the abatement provisions at (c) above would apply, and in addition there are
implications in respect of pension accrual as outlined below:

e. 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 would 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.
f. Pension-Related Deduction - This appointment is subject to the pension-related deduction in
accordance with the Financial Emergency Measure in the Public Interest Act 2009.
For further information in relation to the Single Public Service Pension Scheme for Public Servants

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please see the following website: http://www.per.gov.ie/pensions.

© UCD Human Resources Job Description: 015446