Permanent Part-Time

Clinical Nurse Specialist (CNS) / Clinical Nurse Manager (CNM2)

Respiratory Nursing

Permanent Part-time Post
Reference No: 05.040 (2023)

The CNS/CNM 2 Respiratory Nursing will be responsible for providing a specialist nursing service for patients with a diagnosis of a respiratory condition who require support and treatment through the continuum of care and will act as a resource for patients on all aspects of their condition and provide education, support and guidance to all staff.

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 held by Nursing and
  • Midwifery Board of Ireland (NMBI) or be entitled to be registered.
  • Have 5 years post registration experience, and a minimum of 2 years in the specialist or related area.
  • Have completed a recognised postgraduate course in Respiratory Nursing to level 8 in the NFQ framework. Candidates without the relevant post graduate course will be appointed at CNM2
  • Candidates without the relevant level 8 qualification must have undertaken a formal post registration clinical education at Higher Certificate or higher, relevant to the area of specialist practice. In circumstances where an award or modules relevant to the area of specialist practice are not available, the applicant must demonstrate that he/she has successfully undertaken a substantial course/programme relevant to the specialist area of practice prior to application.
  • Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
  • Have excellent interpersonal and communication skills.
  • Demonstrate evidence of continuing learning and 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  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.


1.            The appointment is permanent, part time 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 2022 is:

                                                                €55,248 by 9  increments to €65,316

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 CNS/CNM 2 Respiratory will perform such duties as are outlined in this job description.

5.            Hours of work:
Normal working hours 19.5 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. 

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 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.

  • 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 Assistant Director of Nursing.
  • Be professionally accountable to the Director of Nursing.

Clinical Role
  • To work with multi-disciplinary team to ensure those patients receiving treatment have access to specialist care, knowledge and expertise
  • Provide clinical leadership to ward staff when caring for respiratory patients
  • Provide a PPPG led specialist nursing service for in-patients and out-patients with Respiratory disease such as but not limited to Asthma, COPD, Allergy, Bronchiectasis, Pulmonary Tuberculosis, Alpha One Antitrypsin deficiency, Interstitial Lung Disease
  • Have up to date knowledge of best practice guidelines for diagnosis, management and prevention of chronic respiratory diseases in particular Obstructive Lung diseases COPD and Asthma as well as allergy. Including and not limited to:
  • Understanding the role played by pulmonary function testing
  • Interpreting allergy testing
  • Be familiar with indications for domiciliary therapies for chronic respiratory diseases such as long term oxygen therapy and non-invasive ventilation
  • Co-ordinate the installation and follow-up of domiciliary respiratory therapies
  • Provide education to patients in the management of chronic respiratory disease and allergy
  • Be flexible in addressing acute and chronic needs of respiratory patients
  • Fast tracking of respiratory patients from the Emergency Department and treat where necessary.
  • Provide an integrated approach to patient care through building and maintaining relations with GPs, Public Health Nurses and in the future the Ambulatory Care Hub in the community.
  • Co-ordinate patient treatment schedules and interventions. Liaise with medical team, pharmacy, PCRS, Community pharmacy, pulmonary function testing lab and ICC Hub as appropriate.
  • Plan and run nurse-led clinics (Sub-lingual Immunotherapy, Biologic therapy assessment and administration, Asthma assessment and education, Oxygen assessment clinics).
  • Be available to give skilled emotional and psychological support to patients throughout their patient journey in TUH.
  • Facilitate effective communications between the multidisciplinary team, the patients and their families.
  • Refer patients/relatives to other members of the multi-disciplinary team when appropriate.
  • Review if and when necessary, update written information for patients and families.
  • Administer Non-Invasive Ventilation and AIRVO as required to respiratory patients.
  • Have knowledge of TOSCA monitoring and review or results
  • Provide brief intervention smoking cessation for respiratory patients at every contact throughout their journey.
  • Facilitate Pulmonary Rehab education sessions.

Patient Advocate Role
  • Communicate with patients and families, assess needs and provide relevant support, information, education and advice as necessary.
  • Act as the patients advocate when necessary, especially in informed discussion to promote the patients’ participation in decision making thereby enabling informed choice of treatment options.
  • Be expected to promote within the Respiratory Service and 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.
  • Actively promote Respiratory health issues within the Hospital and within the community using various forums, clinics, committees and patient information leaflets.
  • The CNM/CNS Respiratory will be expected to deliver structured and impromptu educational opportunities to facilitate staff and patient education.  This will include educational sessions for Pre-Registration and Post Registration Nurses, medical staff, attendants and allied health professionals
  • Undertake continuing professional development, availing of formal and informal educational opportunities thus ensuring continuing credibility amongst nursing, medical and allied health professionals (NCNM 2001)
  • Manage workload effectively, ensuring appropriate use of available time.
  • Make effective use of developments in information technology for both patient care and administrative support in a manner, which integrates well with systems throughout the organisation.
  • Serve as a resource to affiliated health care and community organisations seeking information and guidance on Respiratory related issues.

Consultative Role
  • Facilitate and promote effective communications between the medical staff, nursing staff, allied Health Professionals, other hospital staff, the patients and their families.
  • Will be expected to actively participate in change management and developments within the area.
  • Identify and plan with support from the Nurse Practice Development Department, in consultation with the Nurse Manager and Director of Nursing requirements for the service at a strategic level.
  • Develop a flexible and innovative approach, forming links with other specialists.
  • Liaise with the National Council for the Professional Development of Nursing and Midwifery as necessary
  • Participate in relevant committees.
  • Provide advice and information on respiratory conditions/ issues & patient management where required to nursing, medical and allied health care staff within the hospital.
  • Communicate with Consultants and Clinical Nurse Specialists within other hospitals.
  • Co-operate with development in information technology to ensure a safer and more efficient Respiratory Service.

Audit Role
  • Be expected to audit current nursing practice and evaluate improvements in the quality of patient care within the service.
  • Produce monthly figures on service activity and an annual report on the Respiratory Nursing Service.
  • Conduct nursing research relevant to the Respiratory nursing services.
  • Maintain as required an asset register of appropriate equipment.
  • Ensure that expenditure within the department is controllable within agreed budgets/cash limits and in compliance with hospital financial plan.
  • Co-ordinate and maintain equipment and monitor the use of resources to ensure that unnecessary expenditure by misuse does not occur.
  • Participate in cost awareness and cost control policies in the department.
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 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.

  • 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.


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: 7th June 2023

Informal enquiries to Anna Smyth, Acting Assistant Director of Nursing,  Telephone (01) 4142134 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