Programme Executive - Energy Modelling (PE Modelling 2020) Candidate Information Booklet January 2020 - SEAI
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Programme Executive – Energy Modelling (PE Modelling 2020)
Candidate Information Booklet
January 2020
1
Contents
THE POSITION ................................................................................................................................................. 4
THE ROLE ..................................................................................................................................... 4
Key Responsibilities ................................................................................................................... 5
Key Knowledge and Skills .......................................................................................................... 5
EXPERIENCE AND PERSONAL QUALITIES REQUIRED ............................................................ 6
Essential Experience .................................................................................................................. 6
Desirable Criteria ........................................................................................................................ 6
Key competencies for effective performance at Level D grade; .................................................. 7
Reporting and Working Relationships ......................................................................................... 8
CONDITIONS OF SERVICE .......................................................................................................................... 9
CONTRACT ARRANGEMENTS .................................................................................................... 9
STARTING SALARY AND PAYMENT ARRANGEMENTS............................................................. 9
LOCATION .................................................................................................................................... 9
PROBATION ................................................................................................................................ 10
WORKING WEEK ........................................................................................................................ 10
ANNUAL LEAVE .......................................................................................................................... 10
THE ORGANISATION OF WORKING TIME ACT 1997 ............................................................... 10
SICK LEAVE ................................................................................................................................ 10
SUPERANNUATION AND RETIREMENT ................................................................................... 10
Pensionable Age ...................................................................................................................... 10
Retirement Age......................................................................................................................... 11
Pension Abatement .................................................................................................................. 11
Ill-Health Retirement ................................................................................................................. 11
Pension treatment of existing public servants ........................................................................... 11
Additional Superannuation Contribution (ASC) ......................................................................... 11
Incentivised Scheme for Early Retirement (ISER)..................................................................... 11
Department of Health and Children Circular (7/2010) ............................................................... 12
Collective Agreement: Redundancy Payments to Public Servants ............................................ 12
Declaration ............................................................................................................................... 12
OTHER CONDITIONS OF EMPLOYMENT ............................................................................ 12
HOW TO APPLY............................................................................................................................ 13
Closing Date ............................................................................................................................. 13
Selection Process ..................................................................................................................... 13
GENERAL INFORMATION ............................................................................................................ 14
2SEAI, invites applications from suitably qualified candidates both nationally and
internationally, and will be undertaking a comprehensive recruitment process for this role.
Full details of the role and how to apply are set out in this booklet.
SEAI is an equal opportunities employer
Canvassing will disqualify
3THE POSITION
Title of Position: Programme Executive – Energy Modelling
Office: SEAI Head Office, Three Park Place, Hatch Street Upper, Dublin 2.
Location: Dublin or Cork Office (2100, Cork Airport Business Park, Cork. T12 KV8R)
Organisation Website: http://www.seai.ie/
Tenue: Specified Purpose contract basis to cover a 2-year term of secondment
The Sustainable Energy Authority of Ireland was established as Ireland's national energy authority under the
Sustainable Energy Act 2002. SEAI's mission is to play a leading role in transforming Ireland into a society based
on sustainable energy structures, technologies and practices. To fulfil this mission SEAI aims to provide well-
timed and informed advice to Government, and deliver a range of programmes efficiently and effectively, while
engaging and motivating a wide range of stakeholders and showing continuing flexibility and innovation in all
activities. SEAI's actions will help advance Ireland to the vanguard of the global green technology movement, so
that Ireland is recognised as a pioneer in the move to decarbonised energy systems.
What do we do?
The SEAI’s mission is to play a leading role in transforming Ireland into a society based on sustainable energy
structures, technologies and practices.
The Sustainable Energy Authority of Ireland manages programmes aimed at:
• Supporting Government decision-making through advocacy, analysis and evidence
• Driving demand reduction and providing advice to all users of energy
• Driving the decarbonisation of energy supply
• Raising standards in sustainable energy products and services
• Building markets based on quality, confidence and proven performance
• Fostering innovation and entrepreneurship
• Improving the coherence of Irish energy research and development
Policy Insights and Design
The Policy Insights and Design team is responsible for informing evidence-based decision-making and the
implementation of sustainable energy solutions through the provision of policy-relevant research & guidance,
robust evidence and statistics. In particular, the team is responsible for:
• providing targeted and timely evidence to inform policy formation, decision-making and implementation
• improving the availability and accessibility of data and information to inform the national debate
• working with other SEAI Departments and organisations to engage society on energy issues in the
context of the wider sustainability agenda
THE ROLE
The role of the Programme Executive – Energy Modelling will join an analytical and technically expert team
within SEAI who are focussed on understanding energy systems and providing evidence-based solutions to
inform decision-making. This role is responsible for providing detailed technical analysis to support the work of
the Energy Modelling Group and the wider Policy Insights and Design team.
• Provide detailed analytical and technical support to the Programme Manager in the Energy Modelling
Group and other programme areas as required
• Design and development of analysis using modelling tools under ongoing development by the Energy
Modelling Group
• Management of third party and technical experts in energy modelling and policy advice
• Working with stakeholder organisations, both directly and through networks, providing support and
advice as required.
4• In addition, the person will be required to be flexible and service ad-hoc and urgent requests for
analysis from Government Departments, and in particular, DCCAE.
A high proficiency in managing third party input, communicating outcomes to general audiences in an accurate
and concise way and the ability to develop and maintain stakeholder networks, are required to be successful in
this role.
There will be a requirement for occasional travel around Ireland.
Key Requirements of the Role
The main job functions include but are not limited to:
• Support the work of the Energy Modelling Group through the development and maintenance of a range
of analytical models including detailed energy efficiency and heat modeling tools
• Provide analytical support for the development of National Energy Projections, liaising with ESRI, EPA,
and other agencies as appropriate.
• Co-ordinate and manage the specific analytical input to policy advice and analysis for relevant
Government Departments and public sector organisation.
• Maintain strong working relationships with stakeholders and with organisation’s delivering services on
behalf of SEAI
• Participate in strategic and programme development within the team and within SEAI as a whole
• Proactively identify opportunities for improvements / change initiatives and provide recommendations
on appropriate responses
• Develop and implement, where appropriate, new processes and systems to monitor, manage and
assure the highest level of quality service delivery
• Represent SEAI externally to promote the work of the Policy Insights and Design team and SEAI more
widely
• Conduct ongoing organisational tasks including website updates, handling programme inquiries and
general programme administration
• Undertake any other duties /projects as may be required from time to time within Policy Insights and
Design and in alternative SEAI Business Units.
Key Knowledge and Skills
• Familiarity with energy systems and energy modelling
• Strong analytical and interpretive skills
• Ability to work effectively as part of a team, to build positive working relationships and to network
effectively
• Ability to multitask and manage competing demands
• Strong customer service skills
• Well-developed IT skills including familiarity with databases, excel modelling and PowerPoint etc.
• Excellent communication (written and oral) and interpersonal skills, including ability to communicate
technical information to non-technical audiences.
• Ability to work under pressure and achieve tight deadlines with attention to detail
5EXPERIENCE AND PERSONAL QUALITIES REQUIRED
Essential Experience
The successful candidate must be able to demonstrate:
• 3rd level qualification i.e. Degree and/or equivalent qualification in Engineering / Economics / or
Science
• Excellent computer skills including a proficient use of excel including spreadsheet construction and use
• Knowledge of data manipulation and modelling
• Minimum three years’ experience of working in these areas or equivalent
• Ability to think strategically
• Excellent communication (written and oral) and interpersonal skills, including ability to communicate
technical information to non-technical audiences
• Ability to exercise initiative and to be able to operate independently
• Must be flexible in approach, able to identify changes required within a programme to mitigate risk and
make the programme more effective and efficient
Desirable Criteria
It is highly desirable that candidates have:
• A detailed knowledge of Ireland’s energy policy/ energy sector landscape. A focus on energy efficiency
and/or heat policy.
• Ability to engage effectively with internal and external stakeholders
• Strong proactive approach to achieving results, including managing scope, time, cost and quality
• Well-developed negotiation and influencing skills
• Strong project management and organisation skills and knowledge of business process management.
6Key competencies for effective performance at Level D grade;
Level D Grade
Drive &
Commitment to
Public Service
Values
Effective Performance Indicators
Team Team Leadership Works with the team to facilitate high performance, developing clear and realistic
Leadership objectives and addressing and performance issues if they arise
Provides clear information and advice as to what is required of the team
Strives to develop and implement new ways of working effectively to meet objectives
Leads the team by example, coaching and supporting individuals as required
Places high importance on staff development, training and maximising skills & capacity of team.
Is flexible and willing to adapt, positively contributing to the implementation of change
Analysis & Gathers and analyses information from relevant sources, whether financial, numerical or otherwise
Decision Making weighing up a range of critical factors
Takes account of any broader issues and related implications when making decisions
Uses previous knowledge and experience in order to guide decisions
Makes sound decisions with a well-reasoned rationale and stands by these
Puts forward solutions to address problems
Management & Takes responsibility and is accountable for the delivery of agreed objectives
Delivery of Results Successfully manages a range of different projects and work activities at the same time
Structures and organises their own and others work effectively
Is logical and pragmatic in approach, delivering the best possible results with the resources
available
Delegates work effectively, providing clear information and evidence as to what is required
7Proactively identifies areas for improvement and develops practical suggestions for their
implementation
Demonstrates enthusiasm for new developments/changing work practices and strives to implement
these changes effectively.
Applies appropriate systems/ processes to enable quality checking of all activities and outputs
Practices and promotes a strong focus on delivering high quality customer service, for internal and
external customers
Interpersonal & Builds and maintains contact with colleagues and other stakeholders to assist in performing role
Communication Acts as an effective link between staff and senior management
Skills Encourages open and constructive discussions around work issues
Projects conviction, gaining buy-in by outlining relevant information and selling the benefits
Treats others with diplomacy, tact, courtesy and respect, even in challenging circumstances
Presents information clearly, concisely and confidently when speaking and in writing
Specialist Has a clear understanding of the roles, objectives and targets of self and team and how they fit into
Knowledge, the work of unit and Department/ Organisation and effectively communicates this to others
Expertise and Self Has high levels of expertise and broad Public Sector knowledge relevant to his/her area of work
Development Focuses on self-development, striving to improve performance
hip
Drive & Strives to perform at a high level, investing significant energy to achieve agreed objectives
Commitment to
Public Service Demonstrates resilience in the face of challenging circumstances and high demands
Values Is personally trustworthy and can be relied upon
Ensures that customers are at the heart of all services provided
Upholds high standards of honesty, ethics and integrity
Reporting and Working Relationships
The Programme Executive – Energy Modelling reports to the Programme Manager, Energy Modelling or
his/her nominated appointee.
8CONDITIONS OF SERVICE
CONTRACT ARRANGEMENTS
This position will be offered on Specified Purpose contract basis to cover a 2-year term of secondment.
STARTING SALARY AND PAYMENT ARRANGEMENTS
The salary for this post is the standard Level D scale; new entrants to the public sector will be required to start
at Point 1 of this scale – currently €43,046. Different terms and conditions may apply if you are currently a
serving civil or public servant.
Subject to satisfactory performance, increments may be payable on an annual basis in line with current
government policy. The salary scale for the post is at Level D; €43,046 to €63,546 inclusive of 1 Long Service
Increment which applies after 3 years additional service served at Max of grade D, in accordance with the
National Pay Agreements. (Appointment will normally be made to 1st point on the scale, unless candidate
currently a serving civil or public servant).
Candidates should note that salary will not be subject to negotiation and the rate of remuneration may
be adjusted from time to time in line with Government pay policy. New entrants to the public sector will
start on point 1 subject to Haddington Road Agreement and subsequent Government Agreements.
Different terms and conditions may apply if you are a currently serving civil or public servant. Subject
to satisfactory performance, increments may be payable in line with current Government Policy.
Payment will be made monthly by Electronic Fund Transfer (EFT) into a bank account of the staff members
choice. Payment cannot be made until a bank account number and bank sort code has been supplied to SEAI.
Statutory deductions from salary will be made as appropriate.
A staff member appointed to the post of Programme Executive – Energy Modelling will agree that any
overpayment of salary or of travel and subsistence may be deducted from future salary payments due in
accordance with the Payment of Wages Act 1991. In accordance with that Act, SEAI will advise the staff
member in writing of the amount and details of such overpayment and give at least one week’s notice of the
deduction to take place and will deduct the overpayment, at an amount that is fair and reasonable having
regard to all the circumstances, within six months of such notice in accordance with the Act.
You will be required to pay to SEAI any fees or other monies (other than salary) payable to or received by you
by virtue of your post or in respect of services, which you are required by or under any enactment to perform.
LOCATION
The place of work for the Programme Executive – Energy Modelling will be based at either of the following
SEAI office locations; 3 Park Place, Hatch Street Upper, Dublin 2 OR at the Energy Policy Statistical Support
Unit, Building 2100, Cork Airport Business Park, Cork. T12 KV8R.
SEAI reserves the right, at its discretion, to change working location within reason on any future date.
9PROBATION
On appointment, the appointee will serve a 10-month probationary period in the post of Programme Executive
– Energy Modelling. No probation period will be longer than 11 months.
WORKING WEEK
Working hours will be in accordance with the standard arrangements for SEAI and will equate to no less than
37 hours (net of rest breaks) per week. Additional hours may from time to time be reasonably required to meet
the requirements of the position. No additional payment will be made for extra attendance as the rate of
remuneration payable covers any exceptional extra attendance liability that may arise from time to time.
ANNUAL LEAVE
The annual leave allowance for this post will be 29 working days per annum. This leave is based on a five-day
week and is exclusive of the usual public holidays. Annual Leave per annum is to be taken at a time or times
convenient to SEAI.
THE ORGANISATION OF WORKING TIME ACT 1997
The terms of the Organisation of Working Time Act, 1997 will apply, where appropriate, to this appointment.
SICK LEAVE
Payment for absences through illness will apply, during properly certified sick absence, provided there is no
evidence of permanent disability for service in accordance with the provisions of SEAI’s sick leave scheme.
These sick leave arrangements are subject to any changes arising in the terms and conditions of sick leave in
respect of the public service generally.
Staff members paying the Class A rate of PRSI will be required to sign a mandate authorising the Department
of Social Protection to pay any benefits due under the Social Welfare Acts direct to SEAI. Payment of salary
during illness will be subject to the staff member making the necessary claims for social insurance benefit to
the Department of Social Protection within the required time limits.
SUPERANNUATION AND RETIREMENT
The appointee will be offered the appropriate superannuation terms and conditions as prevailing in the Public
Service at the time of being offered an appointment. In general, an appointee who has never worked in the
Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme
(“Single Scheme”). Full details of the Scheme are at http://www.per.gov.ie/pensions
The key provisions attaching to membership of the Single Scheme are as follows:
Pensionable Age
The minimum age at which pension is payable is 66 (rising to 67 & 68 in line with State Pension age changes).
10Retirement Age
Scheme members must retire at the age of 70.
Pension Abatement
If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from
the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-
employment that pension will be subject to abatement in accordance with the Public Service Pensions (Single
Scheme and Other Provisions) Act 2012.
If the appointee was previously employed in the Civil Service and awarded a pension under voluntary early
retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), Department of
Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular
Letter LG (P) 06/2013 which, as indicated above, renders a person ineligible for the competition) the
entitlement to that pension will cease with effect from the date of reappointment. Special arrangements will,
however be made for the reckoning of previous service given by the appointee for the purpose of any future
superannuation award for which the appointee may be eligible.
Ill-Health Retirement
For an individual who 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.
Pension treatment of existing public servants
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, where applicable, be offered membership of the
SEAI Pension Scheme and its associated Spouses’ and Children’s Pension Scheme. This would mean that the
abatement provisions above would apply, and in addition there are implications in respect of pension accrual
as outlined below:
Pension Accrual
The Public Service Pensions (Single Scheme and other Provisions) Act 2012 introduced a 40-year limit on total
service that can be counted towards pension where a person has been a member of more than one pre-
existing public service pension scheme.
Additional Superannuation Contribution (ASC)
The appointment is subject to the additional superannuation contribution in accordance with the Financial
Emergency Measure in the Public Interest Act 2009
Incentivised Scheme for Early Retirement (ISER)
It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance
Circular 12/09 that retirees, under that Scheme, are debarred from applying for another position in the same
employment or the same sector. Therefore, such retirees cannot apply while the above restrictions continue in
force.
11Department of Health and Children Circular (7/2010)
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 condition of the VER scheme
that persons availing of the 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 compete in this competition while the above restrictions apply.
Collective Agreement: Redundancy Payments to Public Servants
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 relation to ex-
gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons
availing 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.
Declaration
Applicants will be required to declare whether they have previously availed of a public service scheme of
incentivised early retirement and/or the collective agreement outlined above. 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.
OTHER CONDITIONS OF EMPLOYMENT
Further information on the conditions of employment will be outlined in the contract of employment for the
successful candidate.
12HOW TO APPLY
SEAI, invites applications from suitably qualified candidates both nationally and internationally, and will be
undertaking a comprehensive recruitment process for this role.
Applications should be submitted in the form of a cover letter demonstrating how the applicant meets the
requirement for this role (maximum of two pages) as set out in the job specification together with a CV and
should be sent to HR@seai.ie with job reference ‘PE-MODELLING 2020’ in the subject line. All applications
will receive an acknowledgement upon receipt of the application, however, if you do not receive same within
two working days, please contact Marie Joyce at marie.joyce@seai.ie
For further information on SEAI, please visit our website at https://www.seai.ie
If you wish to have an informal discussion regarding this role please contact Marie Joyce on (01) 8082075 .
SEAI is an equal opportunities employer
Canvassing will disqualify
Closing Date
Your application must be submitted by 12 noon on Friday 17 January 2020. Applications will not be accepted
after this time. An acknowledgement email will be issued for all applications received.
Candidates should make themselves available on the interview date(s) specified by the Authority and should
make sure that the contact details specified on their application form are correct.
Selection Process
The Selection Process may include the following;
• Shortlisting of candidates based on the information and demonstrated competencies contained in both
their letter of application and CV
• Initial/preliminary competency-based interview
• Presentation or other exercises that may be deemed appropriate
• Final interview may be deemed necessary
Psychometric testing may be required for candidates who are successful in the initial screening process, prior
to being invited forward for a final competency-based interview.
13GENERAL INFORMATION
CONFIDENTIALITY
Candidate confidentiality will be respected at all
ELIGIBILITY TO WORK stages of the recruitment process.
The Authority have a legal obligation to ensure that
all employees are legally entitled to work in the
state and will require evidence to support this GARDA VETTING
entitlement. Failure to supply adequate evidence SEAI is set up with a registered organisation for
that you have a right to work in the state for the Garda Vetting purposes. You may be asked to make
duration of the contract will result in the contract of an application to be vetted.
employment being rendered void.
Normal rules of the Public Service will apply as Legal Compliance
regards eligibility. In the case of the Incentivised SEAI are committed to complying with all relevant
Scheme for Early Retirement (ISER), one of its legislation over the course of this recruitment
conditions at paragraph 12 of Circular 12/09 debars campaign, including the Employment Equality Acts
retirees from the Public Service under that Scheme 1998-2011, the Data Protection Acts 1988 and
from applying for another position in the Public 2003, and the Freedom of Information Acts, 1997,
Service. Therefore, such retirees cannot apply while 2003 and 2014.
the above restrictions continue in force.
Expenses
Eligibility should be confirmed with the Department SEAI will not be responsible for any expense,
of Jobs, Enterprise & Innovation. including travelling expenses, candidates may incur
in connection with their candidature.
Canvassing
REFERENCE CHECKS
Canvassing will result in disqualification from the
Please note that any offer of employment made to competition.
a successful candidate will be subject to
satisfactory reference verification and satisfactory
verification of academic and professional
qualifications.
SECURITY CLEARANCES
Please note that Garda Clearance may be
required for this position. If so, and if you have
resided / studied in countries outside of the
Republic of Ireland for a period of 6 months or
more, you must furnish a separate Police
Clearance Certificate from each country stating
that you have no convictions recorded against
you while residing there.
It is YOUR responsibility to seek security
clearances in a timely fashion. The successful
candidate cannot be appointed without this
information being provided and being in order. The
following websites may be of assistance to you in
this regard:
• www.disclosurescotland.co.uk
• www.migrationint.com.au/office.asp (countries
other than UK/NI)
• www.afp.gov.au (Australia)
• www.courts.govt.nz (New Zealand)
For other countries not listed above you may find it
helpful to contact the relevant embassies who could
provide you with information on seeking Police
Clearance.
14Retention Period for Data
For unsuccessful candidates, applications and
correspondence shall be retained for 12 months.
For successful candidates, their application will be
GDPR Privacy Statement- Recruitment Process placed on their employee file and retained during
their employment and for an appropriate period
Purpose of Processing thereafter.
SEAI conducts a competency based recruitment Your GDPR Rights in Relation to this Process
process to fill vacancies within the organisation. To
complete this, interested individuals are asked to Right Explanation
submit a CV and Cover Letter for assessment by
the interview panel. For the successful candidate, Access You can request and receive
some of the information provided will form the basis access to the information
of the contract of employment (e.g. address) requested in the process at any
time.
Legal Basis for Processing
Portability You can request and receive a
• Necessary for performance of a contract or copy of this data, in
to enter into such a contract electronic/transferable format, at
• Compliance with legal obligation (Terms of any time
Employment Information Act)
Erasure You can request the data held be
erased. We have outlined the
Recipients anticipated retention period
above.
The following shall receive your information for
reasons outlined below:
Rectification You can have any incorrect
information, due to this being
Recipient Reason
updated or otherwise, to be
HR Storing application, acknowledging corrected.
(internal) responses and corresponding with
applicants You can object to this information
Objection
HR If outsourced support is sought, being processed
(external our outsourced HR provider may
Service receive applications to assist with Complain You can make a complaint to our
provider) elements of administration, or to internal Data Protection Officer
manage the entire recruitment (contact details outlined below)
process and/or make a complaint to the
Interview The Interview Panel will receive relevant supervisory authority –
Panel your applications to conduct Data Protection Commission in
shortlisting and assessing Ireland.
applicants
Referees Applicants are asked to provide Contact Details
references who can be contacted
to validate work records and/or Name: Data Protection Officer
comment on suitability of the
applicant for the position applied Email: dataprotection@seai.ie
for. These shall be contacted and
the applicants name will need to
be provided to receive the
reference.
Company We will use your personal details
Doctor to refer you to the company doctor
if considered for appointment
Details of Data Transfers Outside the EU
This does not apply to this process.
Automated Decision Making
This does not apply to this process.
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