Permanent Full-Time


Clinical Nurse Manager 1
Medical Directorate
Haemodialysis Unit

Reference No: 07.041 (2022)
Full Time Permanent


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 held by Nursing and Midwifery Board of Ireland.
  • Have 3 years post registration experience and a minimum of 1 year in the specialty or related area
  • Have undertaken or be willing to undertake within 12 months the Postgraduate Diploma in Renal Nursing
  • Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
  • Have excellent communication, motivational and interpersonal skills.
  • Demonstrate evidence of continuing learning and professional development
  • Have proficiency in the English language

1.       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 as 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.
  1. 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 such as would indicate a reasonable prospect of ability to render regular and efficient service.
  1. Be of good character.
  1. Garda Vetting
Garda Vetting is sought for all employees and prospective employees of Tallaght 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 Hospital Garda Vetting policy.
  1.      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  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 a permanent contract of 37.5 hours per week
2.       Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st October 2021 is: 

€47,389 by x 8 increments to €55,808

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 CNM I 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 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. 

6.       Probation:
The successful candidate will be appointed initially for a probationary period of six 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 (b) if not satisfactory, the probationary period may be extended by 3 months.

7.       Annual Leave:
         The annual leave entitlement is 25 - 28 working days per year. The leave year runs from 1st April to the 31st of 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 two months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/2001. 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 CNM 2 in their absence.
  • Be responsible for the development and supervision of staff and the teaching of student nurses and Health Care attendants.
  • Support the CNM 2 in the implementation of Hospital Policy in all matters.
  • Identify and implement operations of Hospital Policy in all matters.
  • Demonstrate behaviour consistent with the Values of the Hospital.
  • Play an active roll in patient education and be actively involved in Health Education and promotion.
  • Reporting relationship to the CNM 2, CNM 3 and Assistant Director of Nursing
  • Professional accountability to the Director of Nursing.

Specific Accountability
  1. Service
The chosen candidate will
    1. Ensure a high standard of care is delivered safely in accordance with the Hospital policies and procedures.
    2. Encourage recognition of the patient as an individual; ensuring patient’s needs and comfort are given priority.
    3. Plan and assess patient care, together with the Nursing Team.
    4. Communicate with relevant team regarding patients’ condition and relaying information and changes in Doctor orders to CNM 2, CNM 3 and ADON.
1.5     Communicate with relatives of patients and with visitors as requested and arrange for visits of Hospital Chaplain/Pastoral Care.
1.6     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.
1.7     Attend meetings as required by Hospital Management and keep staff briefed on developments in the Hospital.
1.8.    Ensure that the admission procedure for patients is organised in consultation with                                              medical team, CNM 2, CNM 3 and Patient Flow department in timely manner
1.9     Liaise closely with other departments and staff within the Renal Services e.g. CNMs of Osborne Ward, Renal Day-care Unit, Anaemia Coordinator, Transplant Nurse Specialist and CNM 2 Vascular access where appropriate.
1.10. Demonstrate flexibility if and when asked to work in other areas of the Renal Service as needs arise
  1. Management Responsibilities
    1. Collaborate with the CNM 2 in preparing, implementing and evaluating budget and service plans for the clinical area.
    2. Play a central role in maintaining a safe environment for patients, staff and visitors.
    3. Encourage evidence based practice, using a care planning approach to nursing care.
    4. Responsible with the CNM 2 for the organisation and management of the unit on a 24 hour basis
    5. Assist in the orientation of all new staff to the unit.
2.6     Undertake counselling and appraisal of trained staff as required.
2.7     Endeavour to keep abreast of recent trends in development by reading widely.
2.8     Research and promote quality initiatives that are evidence based.
2.9     Report accidents / incidents, complaints to the CNM 2, CNM 3 and ADON or her Deputy. Ensure that accident / incident forms are completed, signed and returned to ADON office.
2.10    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.
    1. Maintain custody of controlled drugs, check and witness administration of such Drugs. Ensure that controlled drug records are kept.
    2. Ensure that the correct quota of stores, linen and sterile packs is supplied to the Ward.
    3. Is willing in an emergency to share personnel when requested with other wards or Hospital Departments
    4. Be knowledgeable in the structure of careful handling of all equipment used on the Ward.
    5. Instruct the nursing staff in the need to detect and report faulty equipment.  Ensure Repairs are carried out.
    6. Ensure staff and student nurses wear the uniform of the Hospital and that staff are neat in appearance at all times.
    7. Ensure a safe environment for staff and patients.
    8. Ensure staff are well instructed on Cardiac Resuscitation, Handling & Lifting, Fire Procedures and Disaster Plan, as well as other mandatory trainings.
    9. Supervises duties of all non-nursing personnel.
    10. Support the CNM2 with the most effective use of available resources including absenteeism and use of overtime
    11. Maintain an Asset Register of unit equipment
    12. Assist with the preparation of reports and statistics as required
    13. Help produce an annual departmental report

3.       Staff Management
3.1     Lead, by example, a professional, punctual and dedicated team.
3.2     Ensure that staffing levels and skill mix are appropriate and within the resource allocation.
3.3     Assist in the recruitment, selection and training of staff with professional advice and support from Human Resources.
3.4     Create and promote open communications, healthy working relationships, and stimulate initiative amongst ward staff.
3.5     Motivate team members, by agreeing goals and objective, through performance review.
    1. Identify and plan, with support from the Director of Nursing  and the Director of Organisational Development & Co-ordinator of Education & Research the development requirements for the  staff
    2. Maintain team work and, only when necessary, take action in accordance with the Hospital’s disciplinary policy.
    3. Ensure all ward staff adhere to the dress code of the Hospital

4.       Information Technology
4.1     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.

4.2     Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.

5.       Health & Safety
    1. All employees must comply with the Safety, Health and Welfare at Work Act,    2005.
    2. Comply with relevant Health and Safety responsibilities as outlined in Hospital           policies, protocols and procedures relevant to your area.
    3. 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
  1. Hygiene / Infection prevention and control 
    1. All employees have responsibility for Hygiene awareness.  Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
    2. 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.
    3. All employees must be aware that they work in an area where there is potential for transmission of infection.
    4. All employees have a responsibility to follow hand hygiene guidelines as this is the single most important intervention to prevent the transmission of infection
  1. Quality, safety and risk management

7.1 Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification and management of risks and incidents throughout the hospital.
  1. Confidentiality
    1. 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.

9. Data Management
    1.   Ensure compliance with the obligations required by the Data Protection Act 2018.

  1. Development of Hospital Groups

10.1 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.  He/she 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.
Applications can be submitted ‘on-line’ at 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: 23rd August, 2022

Informal enquiries to Paula Ryan, (Assistant Director of Nursing, Medical Directorate) - Telephone (01) 4142713 or email

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