The professional landscape for our members working within the Irish local government sector is undergoing its most significant transformation in a generation. For years, a promotional ceiling has hindered the career progression of highly skilled construction managers. Following a period of advocacy by the CIOB, we can report a breakthrough.

Background

For decades, the eligibility criteria for engineering roles within Ireland’s 31 local authorities remained virtually stagnant. While the nature of the work evolved from pure design to complex project delivery and infrastructure management, the entry requirements did not. A university degree in engineering (defined since 2005 as a Level 8 Honours Degree) was the non-negotiable gatekeeper for eight specific engineering grades, from Graduate to City Engineer. 

This rigid definition created an operational paradox. 

Many of our members, holding Level 8 Construction Management (CM) degrees and the Chartered Construction Manager (MCIOB) designation, have been successfully serving as Engineers in junior roles such as Assistant or Executive Engineer. However, because their degree title lacked the word Engineering, they were precluded from progressing to Senior Executive Engineer and beyond. Essentially, the sector was benefitting from their skills while simultaneously capping their careers. 

The 2024 Ministerial Review

Recognising these recruitment and retention challenges, a Working Group on Review of Engineering Qualifications in the Local Government Sector was established in April 2024. Chaired by Shane Tiernan, Chief Executive of Roscommon County Council, the group was tasked with modernising a suite of qualifications that had last been reviewed in 2017. 

The CIOB was a primary stakeholder in this process. Our submission was clear and evidence-based: Chartered Membership (MCIOB) is independently benchmarked as equivalent to a Level 8 Honours Degree, and the core competencies of a modern Construction Manager are exactly what local authorities need to deliver on Ireland’s housing strategy – ‘Housing for All’ – and national infrastructure goals. We argued that the exclusion of CM qualifications was not just unfair to individuals, but detrimental to the sector's ability to attract a wide pool of qualified talent in a competitive market. 

What the Working Group found

The resulting Position Paper, which has been published following a wide-ranging consultation, validates the CIOB’s long-standing concerns. The Working Group’s survey of local authorities revealed a high level of dissatisfaction with the restrictive nature of current qualifications. 

Crucially, the group acknowledged that the role of a local authority engineer has fundamentally changed, requiring broader skill sets in project management that are not exclusive to traditional engineering disciplines. They explicitly noted that the current approach of hiring CM degree holders into junior roles while blocking their promotion was unsustainable. 

The outcome: a win for CIOB Members

The recommendations of the Working Group represent a landmark shift toward parity of esteem for construction management. Two recommendations, in particular, stand out for our members:

• Recommendation 11: Introduction of New "Construction Manager" Roles – The group recommended the urgent introduction of new qualification categories for roles such as Construction/Project Manager. These roles are intended to be analogous in terms of pay scales to engineering grades but will explicitly accept technical qualifications in other disciplines.
• Recommendation 13: Analogous Senior Roles – For senior positions equivalent to Senior Executive Engineer, the group has proposed devising new qualifications that accept ‘other technical disciplines’. This effectively removes the promotional ceiling for MCIOB professionals by providing a dedicated, high-level career path within the local government hierarchy. 

Furthermore, the group recommended lowering the entry barrier for junior grades (Graduate, Assistant, and Executive Engineer) to a Level 7 Ordinary Degree in Engineering, acknowledging that practical experience and further professional development often outweigh the initial degree title. 

What this means for CIOB members

This outcome is more than just a policy change; it is a formal recognition of the Chartered Construction Manager as a vital professional pillar of the Irish bult environment. For members currently working in local authorities, it means the path to senior leadership is finally being cleared. For those considering a career in the public sector, it means your MCIOB status is a recognised, valued, and promotable asset.

While we are disappointed that the Working Group noted that ‘core engineering’ skills must be preserved for specific statutory functions (like building control certification), the move toward a more flexible, competence-based recruitment model is a significant leap forward. This also provides us with the opportunity to continue our engagement with the Department of Housing, Local Government and Heritage (DHLGH).

The CIOB will continue to engage with DHLGH as these new qualifications are formally declared. This is a moment for the Institute in Ireland—a testament to the power of member-led advocacy in delivering real-world career benefits for our members across Ireland.