Working with Teagasc
Teagasc is the leading agriculture and food research organisation in Ireland. It is the national body responsible for research, training and advice for the agri-food industry. With over 1,200 staff covering these three interrelated but separate areas and 52 locations throughout the country you certainly won't want for variety at Teagasc.
- Code of Conduct (PDF)
- Teagasc Protected Disclosures Policy (PDF)
- Disclosures should be made in the first instance to the Staff Representative on the Authority – Joe Larkin Joseph.Larkin@teagasc.ie 046 9061165.
- Disclosures can also be made to the Chief Operations Officer, the Director, the Chairman of the Audit & Risk Committee or the Chairman of the Authority.
- Teagasc Staff Handbook (PDF)
Candidate Information Booklet
Helping you apply for jobs at Teagasc
Recruitment Policy at Teagasc
Teagasc People Strategy
Equal Opportunities in Teagasc
Teagasc is committed to a policy of equality of opportunity in its employment practices, policies and procedures. It will ensure that no applicant or employee receives less favourable treatment on the grounds of gender, marital status, family status, disability, age, religion, sexual orientation, race, colour, nationality or ethnic or national origins and membership of the travelling community.
Employees will be selected, promoted and treated on the basis of their capacity, suitability and according to the requirements of the post.
To ensure that indirect discrimination does not occur, qualifications and requirements i.e. experience, aptitude and potential, will be in line with what is necessary to fill the position.
Application forms will only require necessary and relevant information. Where selection procedures are used, these will relate directly to the genuine requirements of the post.
Advertising Posts in Teagasc
In accordance with and subject to the provisions of the Employment Equality Acts, 1977 and 1998, all posts in Teagasc are open to suitably qualified men and women applicants.
Members of interview boards will be instructed in good interview practice and in the prevention of discrimination. Teagasc will ensure that, as far as possible, interview panels will be gender inclusive.
Training both formal and informal is important to career development and job enhancement, and will be equally available to all staff.
Promotion within Teagasc shall be determined solely by the application of objective criteria and personal performance and suitability.
Efforts are made to enable staff to combine their work and family responsibilities. Career breaks/work sharing/parental leave, etc., are available options. Access to flexible working arrangements will be equally available to men and women.
Teagasc is an equal opportunities employer and fully subscribes to the principle of equal pay as defined in the Anti-Discrimination (Pay) Act of 1974, which confers an entitlement to equal pay and benefits on men and women.
All payment agreements, whether negotiated through the mechanism of a national pay round or as an internal Teagasc agreement will take the provisions of this Act into account.
Intimidation/bullying and sexual harassment
Teagasc recognises its responsibilities under the Safety, Health and Welfare at Work Act, 1989, and the Employment Equality Act, 1998. Teagasc accepts that all staff are entitled to be treated with respect and their work environment must be such that staff are free to perform their duties in a climate free from intimidation/bullying and sexual harassment from other staff members, from clients, customers or other business contacts.
Teagasc recognises the contribution of staff to the achievement of business excellence in ways that are consistent with the ethos of the organisation. Meaningful staff reward and recognition is an important enabler for Teagasc to achieve its ambitious goals.
The objective of the Staff Benefits, Reward and Recognition Policy is to ensure that staff and their managers understand the scope of the Teagasc benefits, reward and recognition programmes and the guiding principles surrounding staff reward and recognition.
These guiding principles are aligned to the Teagasc Values: to be ‘responsive, flexible and accountable and work in partnership with other organisations to meet the needs of our clients and stakeholders’.
Moving to Ireland
For useful information in relation to Irish immigration requirements, visas, tax etc, please click on the link to the Euraxess Ireland website below:
Where a Hosting Agreement is required please contact the Teagasc HR Department at firstname.lastname@example.org at the earliest opportunity.