JOB DESCRIPTION
Clinical Nurse Manager 1 - Ruttle Ward
Reference No: 11.020 (2024) PURPOSE OF THE ROLE
The Clinical Nurse Manager 1 will be responsible to support the Clinical Nurse Manager 2 for the safe and efficient delivery of patient centred care on Ruttle Ward. The Clinical Nurse Manager 1 will manage and coordinate a smooth coordination of services, in particular when the Clinical Nurse Manager 2 is unavailable, ensuring the highest standard of quality care is delivered at all times. The successful candidate will act as a role model and assist the Clinical Nurse Manager 2 to lead the team to promote a holistic service for all patients and in line with the mission, vision and values of Tallaght University Hospital.
QUALIFICATIONS
1. Each candidate must on the latest date for receiving completed application forms for the office:
- Be registered in the General Division of the active Register of Nurses held by Nursing and Midwifery Board of Ireland.
- Have 3 years post registration experience and a minimum of 1 year in the speciality or related area.
- Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
- Have excellent communication and interpersonal skills.
- Demonstrate evidence of continuing learning and professional development.
- Have proficiency in the English Language.
Desirable Criteria:
- Have a management course, minimum 3 weeks duration / module or commitment to undertake same within the first 18 months of appointment.
- The management course must include an examination/assessment process.
2. 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.
3. 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.
4. Be of good character.
5. 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 satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquired 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 this contract in accordance with Tallaght University Hospital Garda Vetting policy.
6. 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.
PARTICULARS OF OFFICE
1. The appointment is fulltime, permanent and pensionable.
2. Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st June 2024:
€54,437 by 8 increments to €64,109
Salary scales will be updated in line with nationally agreed pay agreements and will be updated accordingly and retrospective payments applied as applicable.
3. 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.
4. Duties:
The Clinical Nurse Manager 1 will perform such duties as are outlined in this job description.
5. Hours of work:
Normal working hours are 37.5 worked over 7 days. Your contracted hours of work are liable to change to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.
6. Probation:
The successful candidate will be appointed initially for a probationary period of 6 months. During the probationary period progress or otherwise will be monitored and at the end of the probationary period the service will (a) be certified as satisfactory and confirmed in writing or if not satisfactory, the probationary period may be extended by 3 months.
7. Annual Leave:
Annual leave entitlement is 25 - 28 working days (pro rata), depending on length of service, plus 10 Bank Holidays per annum as they occur. The annual leave year runs from 1st of April to 31st March each year.
8. Sick Leave:
Payment of salary during illness will be in accordance with arrangements as approved from time to time by the Department of Health and Children.
9. Termination of Office:
The employment may be terminated at any time by giving two 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.
GENERAL ACCOUNTABILITY
- Maintain throughout the Hospital an awareness of the primacy of the patient in relation to all Hospital activities.
- Ensure the provision of a high standard of care to the patient and families is consistent with the mission, vision, values and strategic plan of the Hospital.
- Deputise for the CNM2 in their absence.
- Be responsible for the development and supervision of staff and the teaching of student nurses and health care assistants.
- Support the CNM2 in the implementation of hospital policy in all matters.
- Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus.
- Demonstrate behaviour consistent with the values of the hospital.
- Play an active role in patient education and be actively involved in health education and promotion.
- Reporting relationship is to the CNM2 and ADON.
- Professional accountability is to the Director of Nursing.
SPECIFIC ACCOUNTABILITY
Managing the Service - Quality & Safety of Service / Delivery of Results (level 3)
- Responsible with the CNM II for the organisation and management of the ward on a 24 hour basis.
- Ensure a high standard of care is delivered safely in accordance with the hospital policies, procedures and guidelines.
- Encourage evidence-based practice, using a care planning approach to nursing care.
- Ensure that the admission procedure for patients is organised in consultation with the Medical team, CNM2 and Patient Flow department in timely manner.
- Ensure that appropriate Nursing Care is planned for individual patients based on needs assessment encompassing medical instruction and in conformance with established procedure and standards of care.
- Encourage recognition of the patient as an individual, ensuring patients’ needs and comforts are given priority.
- Review individual needs and plan appropriate care based on nursing needs.
- Ensure verbal and written Nursing Reporting Systems are accurate and adequate.
- Communicate with relevant medical team regarding patients’ condition and relay such information accordingly to the CNM2.
- Communicate with relatives of patients and with visitors as requested and arrange for visits of hospital chaplain/pastoral care.
- Ensure that accurate nursing reports accompany patients who are being transferred to wards or referred to other hospitals.
- Maintain custody of controlled drugs, check and witness administration of such Drugs. Ensure that controlled drug records are kept.
- Participate in cost control policies in the unit, utilising systems for audit purposes.
- Collaborate with the CNM II in preparing, implementing and evaluating budget and service plans for the clinical area.
- Attend meetings and sit on committees of the Department/hospital as required.
- Play a central role in maintaining a safe environment for patients, staff and visitors.
- Promote awareness of risk management and appropriate reporting of critical incidents
- Report accidents and incidents via the NIMS electronic record system. Escalate as appropriate to the ADON/Site Nurse Manager. Participate in the investigation and remedial action where appropriate.
- Observe cleaning standards and action any inadequacies
- Ensure that the correct quota of stores, linen and sterile packs is supplied to the Ward.
- Co-ordination and maintenance of equipment and monitoring the use of resources.
- Instruct the nursing staff in the need to detect and report faulty equipment. Ensure Repairs are carried out.
Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 2)
- Acts quickly to address urgent matters.
- Is able to make decisions with the information available in a timely manner.
- Demonstrates lateral thinking.
- Is perceptive of potential issues. Involves other as required.
- Accurately anticipates likely consequences of actions/ decisions.
- Keep colleagues, patients and other informed in a timely and open manner.
- Actively listens and clearly explains things to others.
- Promotes confidentiality and data protection amongst the team.
- Effective communicator via all channels.
Managing Yourself - Team player / Planning & Organising (level 2)
- Proactively develops and nurtures workplace relationships.
- Liaise with other Hospital staff and departments in order to promote and maintain good working relationships and high standards of care and service for patients.
- Is open, approachable, and able to give and receive feedback, aware of their impact on the team.
- Assists others, shares learnings and updates.
- Delegates effectively to the team and ensure timelines are met by efficient use of resources.
- Assists in the development and implementation of operational plans to ensure smooth and consistent execution of tasks.
- Endeavour to keep abreast of recent trends in development by reading widely.
- Research and promote quality initiatives that are evidence based.
- Prioritises team working as appropriate.
- Prioritises; update team, systems and schedules as appropriate.
- Communicates updates, risks and inability to achieve deadlines.
- in an emergency to redeploy personnel when requested with other wards or Hospital Departments
Managing People – People Management / Leadership (level 2)
- Responsible with the CNM2 for the organisation and management of the ward and manage day to day running of unit when the CNM2 is unavailable.
- Facilitate the arrangements necessary and participate where appropriate, in education and training of other Hospital staff as the need arises. This includes students at both undergraduate and post-graduate level.
- Assist in the orientation of all new staff to the ward.
- Ensure that staff have completed mandatory education requirements and that recertification is occurring at the appropriate intervals to ensuring ongoing compliance
- Demonstrates self- awareness and actively seek feedback.
- Proactive re self-development and engagement.
- Embraces and encourages change.
- Creates an environment for others to flourish.
- Inspire commitment, passion, and innovation.
- Seek input of others and delegate as appropriate.
- Lead, by example, a professional, punctual and dedicated team.
- Ensure that staffing levels and skill mix are appropriate and within the resource allocation.
- Create and promote open communications, healthy working relationships, and stimulate initiative among the Nursing and Healthcare team.
- Motivate team members, by agreeing goals and objective, through performance review. Maintain team work and, only when necessary, take action in accordance with the Hospital’s disciplinary policy.
- Completion of relevant training and availing of supports in the Leadership Academy including coaching, mentoring and leadership development as applicable.
- Ensure all unit nursing staff adheres to the dress code of the Hospital.
Information Technology
- Ensure that the team makes 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.
- Ensure that all staff are trained in the use of computer systems, which are used in the management of patient episodes in the Hospital, e.g.: EPR, Pims, Order comms, Symphony, sap, core.
Health & Safety
- Ensure the compliance of all your staff with the Safety, Health and Welfare at Work Act, 2005.
- Comply and enact Health and Safety responsibilities as outlined in Hospital policies, protocols and procedures relevant to your area.
- Prepare risk assessments and departmental safety statements as required.
Hygiene/Infection Control
- Ensure you are aware of your responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
- Act as a role model and actively promote infection and prevention control and ensure that staff in your area familiarise themselves with the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- Ensure that staff in your area are aware that they work in an area where there is potential for transmission of infection.
- Ensure that all your staff are advised that they have a responsibility to prevent the transmission of infection by following good IPC practices such as hand hygiene and standard precautions.
Quality, safety and risk management
- Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification, reporting and management of risks and incidents throughout the hospital.
Confidentiality
- You will be aware of the confidential nature of Hospital work and in particular, the right of patients to confidentiality. To this end, you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records, documents or property of the Hospital may be removed from the premises of the Hospital without prior authorisation. You must return to the Hospital upon request and, in any event, upon the termination of your employment, all documents or other property of the Hospital which are in your possession or under your control.
Data Management
- Ensure compliance with the obligations required by the Data Protection Act 2018.
Development of Hospital Groups
- The Hospital Structure is currently under review and therefore, reporting relationships may change. The development of Hospital Groups may require the post-holder to adopt a different reporting relationship and additional accountabilities. Full consultation will take place in advance of any such change.
NOTE: The extent and speed of change in the delivery of health care is such that adaptability is essential at this level of appointment. The appointee will be required to maintain, enhance and develop their knowledge, skills and aptitudes necessary to respond to this changing environment. They will also be required to participate in and support the Hospital’s Digital transformation strategy which may impact work processes and role profiles in the future. The Job Description must therefore be regarded as an outline of the major areas of accountability at the present time, which will be reviewed and assessed on an on-going basis as advancements and developments evolve.
TUH Core Competencies:
| Core Area | Competency | Level |
| Managing the service | Quality & Safety of Service | 3 |
| Managing the service | Delivery of Results | 3 |
| Managing Change | Problem Solving & Decision Making | 2 |
| Managing Change | Communications & Influencing | 2 |
| Managing Yourself | Team player | 2 |
| Managing Yourself | Planning and Organising | 2 |
| Managing People | People Management | 2 |
| Managing People | Leadership | 2 |
Please go to www.tuh.ie/careers for details of the core competencies
GENERAL
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.
Closing Date: Before close of business on 12th December 2024
Informal enquiries to Anna Smyth, Assistant Director of Nursing, phone 01 4142134 or email anna.smyth@tuh.ie
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.