Full-time

JOB DESCRIPTION
CNM II: Burkitt ward (Permanent Contract)
Ref: 07.040 (2022)

                        
 
QUALIFICATIONS
Each candidate must on the latest date for receiving completed application forms for the office -:
  1. Be a member of the active register of The Nursing and Midwifery board of Ireland or be entitled to be so registered.
  2. Have 5 years’ experience post registration and a minimum of 2 years in the specialty or related area.
  3. Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
  4. Demonstrate evidence of continuing professional development at the appropriate level.
  5. Have excellent communication and interpersonal skills.
  6. Experience in mentorship, preceptorship, teaching and assessing.

Desirable
Have a post graduate qualification of not less than level 7 on the NFQ framework in the specialist area.

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 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

 
  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 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 a full time, permanent & 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 2021 is:  
51,422 by x 9 increments to 60,792
         
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 II 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 (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:
         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 1973/91. 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
The person chosen will:
 
  • Maintain throughout the Hospital an awareness of the primacy of the patient in relation to all Hospital activities.
  • The person chosen will be accountable for the high standard nursing care provided to patients in the ward. This includes making provision for evidence based standards of patient care at all times.
  • Lead the professional organisation and management of ward by providing professional and clinical leadership.
  • Recruit, train and lead a team of skilled staff, creating and promoting healthy working relationships.
  • Identify and implement operational processes to the standards of best practice in order to optimise use of resources and to ensure compliance with statutory requirements.
  • Will report to CNM3/Assistant Director of Nursing for Burkitt ward.
  • Be professionally accountable to the Director of Nursing.
  • Create and promote healthy working relationships in the ward and with other Departments.
  • Demonstrate behaviour consistent with the Values of the Hospital
  • Assessment of patient care needs as a member of the multidisciplinary team.
  • Develop, implement, evaluate and document programmes of care.
  • Setting and monitoring standards.
  • Participate in the accreditation process
  • The CNM II will be involved in the development and expansion of the nursing services in the Hospital.


SPECIFIC ACCOUNTABILITY

1.       Service
  • Be responsible with CNM3/ADON for the organisation and management of nursing care delivered to patients.
  • Ensure a high standard of care is delivered safely to all patients in accordance with the Hospital policies and procedures.
  • Ensure the use of evidence based practice and best practice standards for the patient by all staff.
  • Implement a systematic method for the assessment of individual patient’s needs and ensure proper documentation of same.
  • Promote a philosophy of empowerment in which all team members are developed to reach their full potential.
  • Ensure that staffing levels and skill mix are appropriate and within the resource allocation.
  • Create and promote open communication, healthy working relationships and stimulate initiative among the Burkitt ward team.
  • Assist the CNM3/ADON in the recruitment, selection and training of staff as requested.
  • Promote, nurture and maintain a high level of staff morale hence promoting team spirit and job satisfaction among nursing and other staff within the department.
  • Motivate team members, by agreeing goals and objective, through performance review.
  • Maintain team work and, only when necessary and in consultation with CNM3/ADON, take action in accordance with the Hospital’s disciplinary policy.
  • Ensure all unit staff adhere to the Uniform Policy of the Hospital.
  • Actively and efficiently recognises and addresses staff issues as they emerge. Deal appropriately with behaviour outside acceptable limits for whatever reason i.e. emotional upset in staff, to patients or colleagues, undignified behaviour, absenteeism, late attendance, conflict, grievance etc.
  • Identify patients’ physical, social and psychological needs that may require referral to other agencies.
  • Take a pro-active role in the formulation of evidence based policies, protocols and guidelines for practice

Administrative Responsibilities

The chosen candidate will:
 
    • Direct supervision of staff within the Scope of Nursing.
    • Consult with other nursing teams and CNM3/ADON of the ward to ensure efficient and effective service.
    • Responsible for the training needs of all staff and students allocated to the ward.
    • Co-ordination and maintenance of equipment and monitoring the use of resources to    ensure the unnecessary expenditure by misuse.
    • Participate in cost awareness and cost control policies in Unit utilisation Systems for audit Purposes (I.T. or Paper).
    • As part of management of the department be involved in strategic planning.
    • Positive active participation in Change Management and Development.
    • Display qualities of leadership and good communication with all users of service and other service providers.
    • Attend meetings and sit on committees of the Department/hospital as required.
    • Monitor Infection Control policies and liaise with Microbiology Team where indicated.
    • Ensure Health & Safety standards are met and enforced.
    • Use knowledge, judgement and experience to develop ways of coping with crisis situation i.e. Patient and staff.
    • Report accidents and incidents. Participate in the investigation and remedial action.
    • Be familiar with Hospital & Departmental Disaster Plans and its implementations.
    • Participate in selection and interviewing of nursing staff for department.
    • Observe daily and uphold cleaning standards in the department. Report any inadequacies.
    • Liaise with HSSD Manager on areas of decontamination and sterilisation of equipment.


Clinical Responsibilities
The chosen candidate will

 
    • Use a framework to assess individual patient needs consistent with Hospital nursing policy.
    • 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.
    • Act as a role model at all times and support and monitor clinical staff in performing patient assessment of the patient, the interpretation of data and the integration of knowledge.
    • Support clinical nursing staff in the use of validated assessment tools e.g. Irish National Early Warning System (iNEWS), Glasgow Coma Score, Pain assessment tools, Medication protocols etc.
    • Review individual needs and plan appropriate care based on nursing needs.
    • Ensure verbal and written Nursing Reporting Systems are accurate and adequate.
    • Ensure that accurate nursing reports accompany patients who are being transferred to wards or referred to other hospitals.
    • Ensure clinical competence of staff in performing clinical activities.
    • Facilitate change in work practices, procedures, techniques or technologies having regard to developments and in accordance with agreed core standards and best practice. Introduce and maintain systems for evaluating the service being provided in conjunction with CNM3/ADON.
  • Maintain clinical skills by performing nursing care by participating in ongoing education.
  • Communicate with patients, relatives and visitors and arrange visits of Hospital Chaplains/Pastoral Care team.
  • Research and promote quality initiatives that are evidence based.
  • Supervise in co-operation with the Supplies Department the custody and stock level of all materials held in the ward and the delegation of these duties to appropriate staff.
  • Receive and record details concerning mishaps, complaints and defects in supplies and equipment. Investigate the circumstances with appropriate staff and report findings as required.
  • Promote awareness of risk management and appropriate reporting of critical incidents.
  • Facilitate the arrangement 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.
  • Attend meetings as required by Hospital Management and keep staff briefed on developments in the Hospital.
  • Undertake continuing professional development through formal and informal educational opportunities thus ensuring continuing credibility amongst nursing, medical and allied health professionals.

Education

         The chosen candidate will
 
      • Create a learning environment for all staff, to encourage and promote staff development.
      • Be responsible for orientation and training needs of all staff and students assigned to Burkitt ward.
      • Provide education and support for students and learners as appropriate.
      • To arrange mandatory attendance for staff “In-Service” training programme where necessary.
      • To assist in compilation of training manuals in consultation with other staff and line manager.
      • To participate in staff evaluation and staff performance with individuals involved and with teaching and supervisory staff.

Self-Development
 
          The chosen candidate will
 
  • Maintain a personal record of professional development.
  • Act as a role model.
  • Keep up-to-date with trends through on-going education.
  • Ensure that development is research based.
  • Ensure adherence to Hospital policies and The Nursing and Midwifery Board of Ireland guidelines.
  • Assist CNM3 & ADON in maintaining a level of excellence in patient care by maintaining standards and supporting the overall management of the ward.
 
  1. 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.
  1. 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.
 
  1. 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 PPPGs.
  • 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.
 
  1. 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.
 
  1. 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.
  1. Data Management
 
  • Ensure compliance with the obligations required by the Data Protection Act 2018.
  1. 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.  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.


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: 19th August 2022

Informal enquiries to Sheeja Varghese CNM 3 Gerontology Services. Telephone 414 3897 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