Number of Applicants
:000+
Job Specification and Terms & Conditions
Job Title & Grade
Clinical Nurse Manager 1 (Intellectual Disability Service)
Campaign Reference
RQ903
Closing Date
9th July 2024
Proposed Interview Date
Week of 22nd July 2024
Taking Up Appointment
To be confirmed at interview
Location of Post
Peamount Healthcare, Newcastle, Co. Dublin
Details of Service
Peamount Healthcare is an independent voluntary organisation that provides a range of high quality health and social care services. We help people return home after a serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in the community.
Reporting Relationship
Person In Charge (PIC)
Purpose of Post
The Clinical Nurse Manager 1 will be responsible for leading a dedicated team in delivering quality health and social care standards and support to adults with Intellectual Disabilities with a person-centred approach and to support and deputise for the Clinical Nurse Manager 2/PIC
Eligibility Criteria Qualifications & Experience
Each candidate and every person holding the office must be
Registered in the general or Intellectual Disability division of the register of nurses maintained by NMBI (Nursing and Midwifery Board of Ireland)
R.N.I.D. is desirable but not essential for this post. If the person is not an R.N.I.D., then a minimum of 5 years' experience within in the Intellectual Disability sector is essential.
Skills, Competencies and Knowledge
The successful candidate will be expected to meet the following:
Essential Criteria:
Desirable Criteria:
Other requirements
specific to the post
Professional/Clinical Responsibilities
The CNM1 will practice nursing according to Professional Clinical Guidelines National and Area Health Services Executive (HSE guidelines), local policies, protocols, guidelines and current legislation.
Contribute to the development and maintenance of nursing standards, protocols and guidelines consistent with the highest standards of resident care.
O an individual assessment based on their specific needs
O a plan of care tailored based on their specific needs
O their plan of care implemented, evaluated and that modifications are made as care needs change
O involvement of other practitioners of the multidisciplinary team as the context of care to the resident and carer needs demand
Managerial Responsibilities
Quality Outcomes & Audit
Health & Safety
Administrative
Demonstrate skills of policy development and act as a leader with regard to implementation of same.
Co-ordinate staff and ensure that duties, activities and programmes allocated to staff are carried out efficiently, ensuring that skill mix takes account of fluctuating workloads and ensuring maximisation of available recourses.
Assist the CNM2/PIC in the managing of local budget and actively manage local resources.
Assist in maintaining the necessary clinical and administrative records and reporting arrangements/ contribute to quality assurance by assisting other departments with required data collection.
Plan and support residents with their goals
Principal Duties & Responsibilities
The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him / her from time to time and to contribute to the development of the post while in office.
Code of Practice
Peamount will run this campaign in compliance with the Cod of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principles basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of Code of Practice.
Codes of practice are published by the CPSA and are available on www.hse/ie/eng/staff/jobs
The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed.
The job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.
Terms & Conditions of Employment
CNM1 Deputy PIC-IDS
Peamount Healthcare, Newcastle, Co. Dublin.
Tenure
The Current Vacancy available is Permanent and Whole time
The post is pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part time duration may be filled. The tenure of these posts will be indicated at "expression of interest' stage.
Appointment as an employee of Peamount Healthcare is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.
Remuneration
Remuneration is in accordance with the salary scale approved by the Department of Health: Current salary scale with effect from 1st January 2024:
€53,898 (1st Point) - €63,474 (8th Point)
Working Week
The hours allocated to this post are 37.5 hours per week with 7.5 hours as a standard working day. The allocation of these hours will be at the discretion of the Department Head and in accordance with the needs of the service.
HSE Circular 003-2009 "Matching Working Patterns to Service Needs (Extended Working Day/Week Arrangements); Framework for Implementation of Clause 30.4 of Towards 2016" applies. Under the terms of this circular, all new entrants and staff appointed to promotional posts from Dec 16th 2008 will be required to work agreed roster / on call arrangements as advised by their line manager. Contracted hours of work are liable to change between the hours of 8am-8pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement (Implementation of Clause 30.4 of Towards 2016
Annual Leave
As per Health Service Executive (HSE)
Probation
All employees will be subject to a probationary period as per the probation policy. This policy applies to all employees irrespective of the type of contract under which they have been employed. A period of 6months' probation will be served:
On commencement of employment.
Fixed term to permanent contract.
Permanent employees commencing in promotional posts will also undertake a probationary period relating to their new post.
Pension
Employees of Peamount Healthcare are required to be members of the Hospitals Superannuation Scheme. Deductions at the appropriate rate will be made from your salary payment.
If you are being rehired after drawing down a public service pension your attention is drawn to Section 52 of the Public Services Pension (Single and Other Provisions) Act 2012. The 2012 Act extends the principle of abatement to retired public servants in receipt of a public service pension who secure another public service appointment in any public service body.
Maternity
Maternity leave is granted in accordance with the terms of the Maternity Protection Acts 1994 and 2001.
Sick Leave
Peamount Healthcare operates a Sickness Absence Management policy in line with the new Public Service Sick Leave Scheme as introduced in 31st March 2014.
Validation of Qualifications & Experience
Any credit given to a candidate at interview, in respect of claims to qualifications, training and experience is provisional and is subject to verification. The recommendation of the interview board is liable to revision if the claimed qualification, training or experience is not proven.
References
Peamount Healthcare will seek up to two written references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The hospital also reserves the right to determine the merit, appropriateness and relevance of such references and referees.
Garda Vetting
Peamount Healthcare will carry out Garda vetting on all new employees. An employee will not take up employment with the hospital until the Garda Vetting process has been completed and the hospital is satisfied that such an appointment does not pose a risk to clients, service users and employees.
Health & Safety
These duties must be performed in accordance with the hospital health and safety policy. In carrying out these duties the employee must ensure that effective safety procedures are in place to comply with the Health, Safety and Welfare at Work Act. Staff must carry out their duties in a safe and responsible manner in line with the Hospital Policy as set out in the appropriate department's safety statement, which must be read and understood.
Quality, Risk &
Safety Responsibilities
It is the responsibility of all staff to:
O Participate and cooperate with legislative and regulatory requirements with regard to Quality, Risk and Safety.
O Participate and cooperate with external agencies on safety initiatives as required.
O Participate and cooperate with internal and external evaluations of hospital structures, services and processes as required, including but not limited to:
O HIQA standards
O All NMBI guidelines
O National Standards for Safer Better Healthcare.
O National Standards for the Prevention and Control of Healthcare Associated Infections.
O HSE Standards and Recommended Practices for Healthcare Records Management
O Safety audits and other audits specified by the HSE or other regulatory authorities.
To initiate, support and implement quality improvement initiatives in their area which are in keeping with the hospitals continuous quality improvement programme.
It is the responsibility of all managers to ensure compliance with regulatory requirements for Quality, Safety and Risk within their area/department
Specific Responsibility for Best Practice in Hygiene
Hygiene in healthcare is defined as "the practice that serves to keep people and the environment clean and prevent infection. It involves preserving one's health, preventing the spread of disease and recognizing, evaluating and controlling health hazards."
It is the responsibility of all staff to ensure compliance with hospital hygiene standards, guidelines and practices.
Department heads/ managers have overall responsibility for best practice in hygiene in their area.
It is mandatory to complete hand hygiene training every 2-years and sharps awareness workshops yearly.
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