JOB DESCRIPTION
Clinical Facilitator (CNM II) Gerontology Service
Full time – Permanent
Reference No: 04.022 (2024) PURPOSE OF THE ROLE
The Clinical Facilitator, Gerontology will be responsible for managing the clinical educational needs within Gerontology. The Clinical Facilitator is based primarily in clinical practice, working together with the clinical nursing team, with the primary focus on meeting the educational and support needs of nursing staff working within this area. The Clinical Facilitator has a pivotal role in fostering an atmosphere conducive to learning and co-ordinating and managing education in their assigned clinical area. The Clinical Facilitator will work in liaison with the Clinical Nurse Managers, Centre for Learning and Development and Nurse Practice development Department in order to provide a co-ordinated hospital wide approach in formal programmes of learning such as the fundamentals Gerontological nursing course and post grad in Gerontology.
QUALIFICATIONS
1. Each candidate must on the latest date for receiving completed application forms for the office -:
- Be a Member of the General Division of the active register of the Nursing and Midwifery board of Ireland.
- Have completed a third level qualification relevant to the area of specialist to level 7 or higher in the NFQ framework.
- Have 5 years relevant post-registration experience and a minimum of 2 years in the speciality or related area.
- Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
- Demonstrate evidence of continual professional development.
2. Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where they are 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 full time 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 October 2023 is:
€57,198 by 9 increments to €67,621
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 Facilitator 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 6 months. During the probationary period progress or otherwise will be monitored and at the end of the probationary period the service will 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 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 awareness of the primacy of the patient in relation to all Hospital activities.
- Encourage recognition of the patient as an individual, ensuring patients’ needs and comfort are given priority.
- Work within the Scope of Practice.
- Comply with all existing Hospital policies.
- Demonstrate knowledge of the Hospital/Departmental emergency plans.
- 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.
- Demonstrate behaviour consistent with the Values of the Hospital.
- Reporting relationship will be to the Clinical Nurse Manager 3 Gerontology.
- Provide clinical facilitation to areas of the nursing service external to the gerontology department as required by the Director of Nursing/Line Manager, including but not limited to Tymon North and St Luke’s Transition Care Unit.
- Be professionally accountable to the Director of Nursing.
- To model a professional approach in all aspects of work being undertaken.
- To work closely with the CNM 3 and CNM 2s in Gerontology to identify the clinical learning needs of all staff in the area.
- To encourage recognition of the patient as an individual, ensuring patients’ needs and comfort are given priority.
- To support all nurses including students, adaptees and registered nurses, and in some cases, multidisciplinary colleagues, in the implementation of Hospital policies.
- To create an environment that enable nursing staff to work to their full potential as accountable professionals who can rationalise their care to colleagues, the multidisciplinary team, patients and their families.
- To create and promote open communications, healthy working relations, and stimulate innovation in practice.
- To audit and evaluate all initiatives undertaken.
- To contribute to the strategic planning of Gerontology services within the Medical Directorate.
- To foster a nursing management team approach that embodies respect and loyalty for all members of the management team.
SPECIFIC ACCOUNTABILITY
Clinical Role
- The Clinical Facilitator role encompasses both direct and indirect practice. Direct practice involves the delivery of evidence based quality nursing care to patients and their families, whereas indirect practice involves among other activities, working with nursing staff in planning care for their patients and developing practice protocols that are evidence based, as well as supervising staff in critical evaluation of their practice.
- To facilitate the ongoing development of clinical nursing practice in their assigned clinical area (likely to cover several) within the Scope of Nursing and Midwifery Practice Framework.
- To facilitate the creation of a professional practice environment that fosters professional growth and development.
- Promote a clinical learning environment that is conducive to the learning needs of new/ inexperienced nurses.
- The Clinical Facilitator educator function involves a broad view of education, encompassing development of others including their teaching skills, providing opportunities for others to learn, and establishing a staff development culture.
- Contribute to the development, monitoring of policies, procedures, guidelines and standards as required.
- Act as an expert resource person for Gerontological nursing. Assist in any educational study days/workshops required within the service.
- Deliver education sessions on Corporate Induction, Induction Programme for Adaptation and Assessment Candidates and other programmes as required.
- Provide individual clinical supervision to candidates and observe their performance in actual nursing situations.
- Provide an appropriate level of support for preceptors throughout the adaptation process of candidates being assessed prior to registration with NMBI.
- To guide candidate nurses through the clinical Adaption & Assessment process.
- Support and assist Clinical Nurse Managers and staff nurse preceptors in their teaching and assessing role of each candidate in accordance with agreed procedures and standards of the Nursing and Midwifery Board of Ireland (NMBI), ensuring that clinical adaptation candidates learning requirements are met, with the aim that outcomes and required competencies will within the times frame set by the Nursing and Midwifery Board of Ireland.
- Ensure that all nursing staff within Gerontology act at all times within the Code of Professional Conduct and Ethics for Registered Nurses and Midwives and Tallaght University Hospital policies and procedures.
Managerial/Leadership
Staff Development
To act as a catalyst and assist staff in the development of their skills and where appropriate the expansion of their scope of professional practice. This includes:
- Collaborating with all the Nurse Managers and the Practice Development Facilitator in devising policies, protocols and guidelines for Gerontology.
- Supporting all nursing staff to achieve their maximum potential in relation to professional development.
- Supporting newly Registered Nurses in making the transition from generalist nursing to specialist nursing.
- Supporting Nursing Management with performance management issues in the clinical areas as required.
- Participating in the planning and implementation of formal/informal in-service study days to disseminate best evidence in Gerontology.
- Identifying areas of practice that require development, in collaboration with other members of the nursing and multidisciplinary team.
- Developing a nursing strategy in collaboration with other members of the nursing team.
- Taking a proactive role in the development and implementation of innovative practice in Gerontology, both locally and nationally.
- The role will also include introduction of practice development initiatives such as expansion of practice, implementing LEAN methodology, monitoring and audit of practice and supporting the CNM with local professional development needs as directed by the Directorate Nurse Manager, Assistant Director of Nursing Nurse Practice Development or Nurse Practice Development Advisor.
- The Clinical Facilitator will provide ongoing organisational interdisciplinary education which includes Venepuncture and Cannulation, Management of Actual or Potential Aggression, Basic Life Support and other programmes as required. This education delivery requirement evolves in line with hospital and national policy and best practice.
Professional Practice
- To act as a change agent for staff in introducing change within the clinical environment.
- To facilitate ongoing development of nursing documentation to meet professional standards and legal requirements.
Standards of Care and Work
- To act as a role model for the delivery of evidence based quality nursing care in the acute care setting.
- Audit standards of care using the national Quality Care Metrics Audit Tool (QCM).
- Educate clinical staff on the QCMs.
- Assist clinical staff in the implementation of quality improvements through standard setting, auditing and evaluation.
- Participate in development and implementation of patient focused policies, protocols, guidelines and procedures
- Promote awareness and assist the implementation of local and national policy initiatives.
Self-development
- Develop skills on an ongoing basis as required.
- Maintain own knowledge on both local, national and international professional nursing practice issues.
- Be pro-active in maintaining own personal and professional development to act as role model for high standards of evidence-based nursing care.
- Maintain an awareness of current nursing issues and Department of Health and Children strategies that impact on healthcare.
Communication Role
- To liaise with all registered nurses
- To act as an effective role model in promoting healthy professional relationships.
- To promote communication within the nursing profession and the organisation.
- Promote awareness of and participate in nursing research activities.
- To liaise where appropriate with multidisciplinary teams.
- To inspire and disseminate innovative practice.
Evaluator Role
- To evaluate all initiatives undertaken according to predetermined criteria as agreed NPDU, DNM, CNM3 Gerontology and ADON.
- To provide feedback for nursing staff.
- Audit and continuously evaluate the Foundation Course.
- Work closely with the practice development facilitator to promote audit and to facilitate staff participation in audit activities.
- Identify areas of clinical practice within Gerontology that require auditing.
- Support and facilitate audit of specific areas such as: Infection control, Clinical practice, Documentation, Patient dependency, Skill-mix and Health and safety.
- Once audit has been undertaken, work with staff to achieve and oversee implementation of action plans to correct any deficiencies within the area.
- Encourage research awareness and promote an evidence-based culture amongst staff in Gerontology.
- Encourage staff to participate in continuing education, research activities
- Prepare written reports to a high standard as required by the Assistant Director of Nursing Nurse Practice Development.
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, core.
- Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.
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 control and prevention 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 particularly in relation to hand hygiene.
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.
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: 6th May 2024
Informal enquiries to:
Anna Smyth, Assistant Director of Nursing - Telephone (01) 4142134 or email: Anna.Smyth.ie
or
Sheeja Varghese, CNM 3 Gerontology - Telephone 4143897 or email: Sheeja.Varghese@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