Clinical Specialist SLT Dysphagia

Clinical Specialist SLT Dysphagia (04.006 (2024))

Job Title: Clinical Specialist Speech and Language Therapist in Dysphagia. Part time Specified Purpose.

Reference No: 04.006 (2024)

Department / Directorate: Speech & Language Therapy Department, COO Directorate

Reports to: Speech & Language Therapy Manager-in-Charge III or Deputy Tallaght University Hospital (TUH) is one of Ireland’s largest acute teaching hospitals, adult, psychiatric and age-related healthcare on one site. The Hospital has 450 adult beds with over 3,500 people on staff and more than 60 different nationalities represented. The Hospital is a provider of local, regional and national specialties. It is a designated trauma unit incorporating the National Pelvic and Acetabular Unit, a regional Urology Centre and the second largest provider of renal dialysis services in the country. One of the two main academic teaching hospitals of Trinity College Dublin - TUH specialise in the training and professional development of staff in areas such as Medicine, Nursing, Health and Social Care Professionals. TUH is part of the Dublin Midlands Hospital Group which serves a population of over 1.2 million across seven counties. The Hospital is an exciting and dynamic place to work, in the midst of implementing a new hospital strategy, the team have already delivered on the opening of a new Renal Dialysis unit, Reeves Day Surgery Centre, a step down facility in the community, a new ICU and the development of a supraregional Endometriosis Service. It is an exciting time to join the TUH team and one of Ireland’s main teaching hospitals with so many plans to enhance patient care. The Hospital believes in investing in their team and offers excellent education and research opportunities. TUH VISION AND VALUES
The vision of the Hospital is “ People Caring for People to Live Better Lives ” through excellent health outcomes supported by evidenced based practice, positive patient and staff experience in an empowering and caring environment. A culture of innovation and quality improvement in everything we do.
Our TUH CARE values – for patients, their families, our community and staff are:
• C ollaborate – together and with our academic and care partners
• A chieve – our goals, positive outcomes and wellbeing
• R espect – for patients, each other and our environment
• E quity – for patients and staff At TUH we view our staff as our most valuable asset and every member of the Team is valued equally. We recognise that a skilled, satisfied and motivated workforce is a prerequisite to high quality care. A full overview of TUH is available on us Purpose of the role:
The Temporary Clinical Specialist Speech and Language Therapist in Dysphagia, together with a part time Clinical Specialist colleague, will lead the provision of an expert, innovative and comprehensive speech and language therapy service to patients of TUH presenting with complex dysphagia. Collaboration with multidisciplinary colleagues will support the coordination, development and delivery of the service to meet the needs of the service user group and the objectives of the Hospital.
The successful candidate will be supported to receive and deliver dysphagia education and training, and engage in clinical innovation, audit and research activities in the role.
NOTE: Current temporary 0.7WTE specified purpose contract is until approximately January 2025, this may be extended in the future. Reduced hours may also be considered. Overview of role:

Key Duties and Responsibilities

Clinical/Professional Responsibilities

• Provide a specialist clinical speech and language therapy service to TUH patients in the designated areas.
• Maintain and develop high standards of practice and specialist knowledge consistent with a specialist in the designated services.
• Demonstrate leadership and direction to ensure efficient management of the designated service and to enable this service to respond positively to any changes affecting TUH.
• Develop and implement highly specialised programmes of care and management to appropriately meet the SLT needs and priorities of patients and carers of the designated services.
• Ensure that professional and departmental standards are met in the delivery of the SLT service and that a quality and equitable service is provided at all times.
• Plan and deliver client centred services to complex patient caseloads commensurate with a specialist in the designated services.
• Effectively manage waitlists where appropriate in line with departmental policy.
• Identify key performance indicators (KPIs) which are congruent with the hospital’s service plan and departments’ targets and develop action plans to address identified KPI targets.
• Maintain timely and accurate records in line with best clinical governance, organisational and legal requirements.
• Manage clinical risk within own services and that of any designated team at all times.
• Promote team and collaborative working by participating in teams, communicating, providing leadership, and keeping the rights and needs of the patient central to such participation.
• Liaise with community and external services, statutory and voluntary agencies as appropriate, and further develop and consolidate collaborative working practices to ensure an integrated pattern of service delivery.
• Organise the allocation of work among the staff within the designated clinical areas to ensure a high standard of service to patients and good staff morale.
• Participate in the recruitment of new staff, the induction and probation processes, supervision and performance management.
• Perform such other duties as may be assigned to him/her by the Speech and Language Therapy Manager.

Education and Development- Self and Others

• Identify own personal and professional development needs to maintain and extend specialist knowledge and skills appropriate to the role in collaboration with the SLT Manager.
• Actively participate in and promote continuing education and development activities consistent with the position.
• Participate in the departments professional supervision programme.
• Provide clinical leadership, direction, relevant development opportunities, professional supervision and mentoring to SLT colleagues and students.
• Act as role model for SLT staff and staff of other professions, in the areas of clinical competence, attitude and enthusiasm of SLT, being readily available for staff as a resource for any situation arising within the designated clinical areas.
• Act as a clinical advisor and expert to colleagues, students, other health professionals, professional body, groups and organisations at a local and national level.
• Network with other clinical specialists, the Irish Association of Speech and Language Therapists, education providers and other professional bodies to exchange and enhance professional knowledge base, developing the advisory role.
• Develop, facilitate, and evaluate existing and new TUH SLT department education and training programmes for SLTs and other professionals as relevant.

Quality & Service Improvement, Audit and Research

• Collect, collate and analyse workload statistics required for departmental and service purposes and review with the SLT Manager.
• Promote quality by reviewing and evaluating the service regularly and identifying ways to enhance standards of quality and efficiency and address service gaps.
• Participate in relevant planning activities to ensure that the SLT service provided is adequate; be proactive in planning and developing services effectively for patients to meet current and future needs of TUH, in consultation and agreement with the SLT Manager.
• Develop, implement and evaluate service/business plans, quality initiatives, audits etc. appropriate to specialist areas, and report on outcomes.
• To explore all avenues to provide additional resources, to be creative and implement new ideas in practice.
• Ensure that practice is research-based and encourage the use of research in further development of clinical practice; incorporating national and international evidence based SLT practice.
• Be involved in research projects within the SLT department and designated services; initiate or participate in innovations in multidisciplinary practice; to disseminate information and outcomes through seminars and publications, as appropriate.
• Facilitate and jointly supervise undergraduate/postgraduate research projects as post allows.
• Advise the Speech and Language Therapy Manager on operational issues, issues of service delivery, including service pressures, equipment needs etc. and identify solutions in collaboration with Manager.

Qualifications & Experience required

Note: All requirements as set out below must be clearly demonstrated on the CV.

Must have:

• A candidate must be registered as a Speech and Language Therapist with CORU, the professional body for regulating Health & Social Care Professionals in Ireland
  
   

And

• Have a valid EU work permit/visa.
• Have the requisite knowledge and ability (including a high standard of suitability and professional ability) for the proper discharge of the duties of the office.
• Demonstrate minimum of five years recent full time (or equivalent) satisfactory post qualification experience which includes a minimum of three years full time (or equivalent) satisfactory experience in adult dysphagia.
• Post-graduate certification and full competence and proven experience in adult videofluoroscopy.
• Proven experience in adult FEES analysis.
• Demonstrate recent evidence of formal continuing professional development relevant to dysphagia in the form of post-graduate qualifications or relevant courses.
• Demonstrate achievement in practice development, quality improvement initiatives, clinical audit, teaching and/or research in the required areas of specialism.
• Experience in the supervision of speech and language therapists and/or students and/or therapy assistants.

Desirable

• A postgraduate qualification to master’s degree level in the speciality area and/or applicable to SLT in the speciality areas.
• Endoscopy experience in FEES

Reward & Recognition

• Remuneration is in accordance with the Department of Health Consolidated Salary Scales, grade code 3025.
• The appointment is part time, temporary and pensionable (0.7WTE). A panel may be formed from which future temporary positions will be filled.
• The annual leave entitlement is 29 working days per year (pro rata). The leave year runs from 1st April to the 31st of March each year.
• Normal working hours for this grade are 35 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.

Application process
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.
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. Informal Enquiries to:

Fiona Hill, Speech and Language Therapist Manager- in-Charge III,

Department of Speech and Language Therapy, Tallaght University Hospital, Dublin 24.

Telephone or email ***This is an open active panel, candidates who meet the criteria may be contacted on a weekly basis for interview***

TUH Core Competencies: Core Area Competency Level Managing the service Quality & Safety of Service 4 Managing the service Delivery of Results 4 Managing Change Problem Solving & Decision Making 4 Managing Change Communications & Influencing 4 Managing Yourself Team player 4 Managing Yourself Planning and Organising 4 Managing People People Management 4 Managing People Leadership 4

Please go to for details of the core competencies

SUPPLEMENTARY INFORMATION 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. 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. Garda Vetting
Garda vetting is sought for all employees and prospective employees of TUH. 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 the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted 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 the contract in accordance with TUH Garda vetting policy. Point on Salary Scale

New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, local authorities, health service and other public service bodies and statutory agencies. Probation
The probationary period may be extended at the Hospital’s discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital, in accordance with the Minimum Notice and Terms of Employment Act, 1973 - 2001. Termination of Employment
The employment may be terminated at any time by one 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. Sick Leave

• There is provision for sick pay at the Hospitals discretion, subject to the regulations and details found in the Staff Handbook/ Personnel Policy Manual, as per the Hospitals sick leave policy.
• In the event of absence from work, you are required to contact your Manager/Supervisor within one hour of starting time on the first day of absence, while a Medical Certificate is required for any illness lasting in excess of two days. Failure to comply with the sick leave policy may result in a loss of pay for the period of absence and may also incur disciplinary action.

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.

Pension Arrangements and Retirement age
There are three superannuation schemes currently in operation for staff in TUH:
(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. 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.

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 Manual.
• 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.

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.

Data Management

• Ensure compliance with the obligations required by the Data Protection Act 2018.

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. 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.