(f)
(g)
(h)
(i)
| Candidates must have 5 years full time (or equivalent) years post qualification.
and
Candidates must demonstrate achievement in the areas of clinical audit, quality improvement initiatives, practice development, teaching and research.
and
Candidates must possess the requisite audiological competency, professional knowledge experience and ability (including a high standard of suitability and administrative ability) for the proper discharge of the duties of the office.
*Note 1 in addition to this requirement, documentation should be provided to indicate that the qualification entitles the candidate to practice as an Audiologist in the country where they qualified.
*Note 2 Certified evidence of clinical competency may take the form of formal certification (eg. CCC,CAC etc.) or formal written statements from reliable clinical or academic sources confirming competence in one or more areas of practice.
Note:
If being processed for appointment, original documentation will be sought for :- All qualification requirements for the post.
- Any additional qualification(s) that you may be awarded marks for at the interview.
- You will be requested to provide documentary evidence that you possess the number of years’ experience required for the post.
Desirable- Relevant experience in a Health sector environment or in an organisation broadly similar size and complexity
- Management and leadership skills, including staff/people management, problem solving, capability to identify opportunities, generate new ideas, breadth of view and medium to long term strategic thinking.
- Demonstrate depth and breadth of experience within the specialist area of Audiology Investigations as relevant to the role
Reward & Recognition- Remuneration is in accordance with the Department of Health Consolidated Salary Scales, grade code 345X .
- The appointment is permanent and pensionable.
- The annual leave entitlement is 30 working days per year. The leave year runs from 1st April to the 31st of March each year.
- Normal working hours are 35 worked over 5 days. Your contracted hours of work are liable to change between the hours of 8 am to 8 pm over 7 days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.
Application Process
Applications can be submitted ‘on-line’ at www.tuh.ie/careers by completing the application form and attaching your CV. Candidates should be aware that, when applying for a post through the 'On-Line' Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application. Should you for any reason, not receive this automated acknowledgement, you should notify the Human Resources Department, before the closing date, otherwise your application will not be considered.
All candidates should note that, in order to maintain a timely process, the closing date and time for receipt of applications will be strictly adhered to.
Informal Enquiries to: Gillian O Loughlin, HSCP Manager
e.mail: Gillian.OLoughlin@tuh.ie
Closing Date: Before close of business on: 14th May, 2025
TUH Core Competencies:| Core Area | Competency | Level | | Managing the service | Quality & Safety of Service | 4 | | Managing the service | Delivery of Results | 4 | | Managing Change | Problem Solving & Decision Making | 4 | | Managing Change | Communications & Influencing | 4 | | Managing Yourself | Team player | 5 | | Managing Yourself | Planning and Organising | 4 | | Managing People | People Management | 4 | | Managing People | Leadership | 4 |
Please go to www.tuh/careers for details of the core competencies
SUPPLEMENTARY INFORMATION
Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where he/she is not classified as a new entrant
(within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004).
A candidate who is not classified as a new entrant must be under 65 years of age on the first day
of the month in which the latest date for receiving completed applications for the office occurs.
Health
A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health as would indicate a reasonable prospect of ability to render regular and efficient service.
Garda Vetting
Garda vetting is sought for all employees and prospective employees of Tallaght University Hospital. Given the specialised nature of the services provided, your appointment will be subject to satisfactory Garda vetting and re-vetting in circumstances where the Hospital deems it appropriate. The Hospital will then process the necessary documentation to endeavour to obtain the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted during the course of your employment. Should the Hospital obtain information from the Garda vetting unit to indicate that your Garda clearance report is not satisfactory and / or if you have supplied the Hospital with false or misleading information in relation to your Garda clearance status, the Hospital reserves the right to withdraw or terminate the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, local authorities, health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospital’s discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital, in accordance with the Minimum Notice and Terms of Employment Act, 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Management’s right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.
Sick Leave- There is provision for sick pay at the Hospitals discretion, subject to the regulations and details found in the Staff Handbook/ Personnel Policy Manual, as per the Hospitals sick leave policy.
- In the event of absence from work, you are required to contact your Manager/Supervisor within one hour of starting time on the first day of absence, while a Medical Certificate is required for any illness lasting in excess of two days. Failure to comply with the sick leave policy may result in a loss of pay for the period of absence and may also incur disciplinary action.
Information Technology & data- Make the most effective and efficient use of developments in information technology for both patient care and administrative support in a manner which integrates well with systems throughout the organisation.
- Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.
Pension Arrangements and Retirement age
There are three superannuation schemes currently in operation for staff in Tallaght University Hospital:
(a) Voluntary Hospital Superannuation Scheme (Non-New Entrant)
(b) Voluntary Hospital Superannuation Scheme (New Entrant)
(c) Single Public Service Pension Scheme
Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.
(a) If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.
(b) If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.
(c) If you have commenced employment in the public service as a new entrant or you are a former public servant, returning to the public service after a break of more than 26 weeks, you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes). The maximum retirement age under this scheme will be age 70.
Health & Safety - All employees must comply with the Safety, Health and Welfare at Work Act, 2005.
- Comply with relevant Health and Safety responsibilities as outlined in Hospital Polices, Protocols and Procedures relevant to your area.
- Take reasonable care to protect your own safety, health and welfare and that of any other person who may be affected by your acts or omissions at work.
Hygiene / Infection prevention and control - All employees have responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
- All employees also have a responsibility under their terms of employment to prevent transmission of infection and to follow the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- All employees must be aware that they work in an area where there is potential for transmission of infection.
- All employees have a responsibility to follow hand hygiene guidelines as this is the single most important intervention to prevent the transmission of infection.
Quality, safety and risk management- Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification and management of risks and incidents throughout the hospital.
Data Management
You must manage data as per TUH obligations under the Data Protection Acts 1988 – 2018 and GDPR.
Confidentiality
As an employee of Tallaght University Hospital, you acknowledge and agree to maintain the strictest confidentiality regarding all patient data, medical records, and or other personal and / sensitive data you may encounter in the course of your employment.
As you have access to or hear information concerning the medical or personal affairs of patients, their families and /or staff, or other health service business. Such records and information are strictly confidential and unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty.
In addition records must never be left in such a manner unauthorised persons can obtain access to them and must be kept in safe custody when no longer required. You agree to uphold the highest standards and professional integrity and to exercise discretion and caution in handling all confidential information. By accepting employment with Tallaght University Hospital you affirm your commitment to maintain the confidentiality and privacy of all information entrusted to you.
Mandated and Designated Persons under Children First Act 2015
Schedule 2 of the Children First Act 2015 specifies the classes of persons defined as Mandated Persons for the purposes of the Act. This includes a range of disciplines that are employed by the hospital including all medical practitioners, registered nurses, physiotherapists, psychologists, social workers and others. This includes staff working in adult services. All mandated persons have two main legal obligations under the Children First Act 2015. Mandated persons, under the legislation are required to report any knowledge, belief or reasonable suspicion that a child has been harmed, is being harmed, or is at risk of being harmed. The Act defines harm as assault, ill-treatment, neglect or sexual abuse, and covers single and multiple instances. Mandated persons are also required to assist Tusla, if requested, in assessing a concern which has been the subject of a mandated report. Designated Officer are required to receive reports of suspected child abuse or neglect from any person who is of the opinion that (a) a child has been or is being assaulted, ill-treated, neglected or sexually abused, or (b) a child’s health, development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on https://www.tusla.ie/children-first. It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.
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