Clinical Nurse Manager 1 - Orthopaedics Franks Ward

JOB DESCRIPTION

Clinical Nurse Manager 1 -  Orthopaedics Franks Ward

Specified Purpose Contract


Reference No: 06.026 (2024)
  PURPOSE OF THE ROLE

The Clinical Nurse Manager 1 Orthopaedics will be responsible for ensuring a high standard of care is delivered safely on Frank’s ward in accordance with the Hospital policies and procedures.

QUALIFICATIONS

1. Each candidate must on the latest date for receiving completed application forms for the office -:

Be registered in the General Division of the live Register of Nurses kept by Nursing and Midwifery Board of Ireland.

Have 3 years post registration experience and a minimum of 1 year in the speciality or related area.

Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.

Have Strong Interpersonal, motivational and communication skills.

Show evidence of continual learning and development.

Have proficiency in the English Language.

Desirable Criteria:

Have a Management course, minimum 3 weeks duration / module or commitment to undertake same within the first 18 months of appointment.

The management course must include an examination/assessment process.

Have a postgraduate diploma in orthopaedics nursing.

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
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 TallaghtUniversity 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.

PARTICULARS OF OFFICE

1. The appointment is fulltime, temporary and pensionable on a specified purpose contract.
 
2. Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st January 2024 is:
  €53,898 by 8 increments to €63,474
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 CNM 1 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 (b) 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 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 2 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 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.

Deputise for the CNM 2 in her absence.

Be responsible for the development and supervision of staff and the teaching of student nurses and ward attendants.

Support the CNM 2 in the implementation of Hospital Policy in all matters.

Identify and implement operations of Hospital Policy in all matters.

Demonstrate behaviour consistent with the Values of the Hospital.

Play an active role in patient education and be actively involved in Health Education and promotion.

Reporting relationship to the CNM II, and ADON/ Directorate Nurse Manager

Professional accountability to the Director of Nursing.

SPECIFIC ACCOUNTABILITY

Service

Ensure a high standard of care is delivered safely in accordance with the Hospital policies and procedures.

Encourage recognition of the patient as an individual, ensuring patients needs and comforts are given priority.

Plan and assess patient care, together with the Nursing Team.

Communicate with relevant team regarding patients’ condition and relaying information and changes in Doctor orders to CNM II.

Communicate with relatives of patients and with visitors as requested and arrange for visits of Hospital Chaplain/Pastoral Care.

Facilitate the arrangements 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.

Management Responsibilities

Collaborate with the CNM II in preparing, implementing and evaluating budget and service plans for the clinical area.

Play a central role in maintaining a safe environment for patients, staff and visitors.

Encourage evidence-based practice, using a care planning approach to nursing care.

Responsible with the CNM II for the organisation and management of the ward on a 24 hour basis.

Assist in the orientation of all new staff to the ward.

Undertake counselling and appraisal of trained staff as required

Endeavour to keep abreast of recent trends in development by reading widely.

Research and promote quality initiatives that are evidence based.

Report accidents / incidents, complaints to the Assistant Director of Nursing (ADON) or her Deputy. Ensure that accident / incident forms are completed and returned to ADON’s office.

Liaise with other Hospital staff and departments in order to promote and maintain good working relationships and high standards of care and service for patients.

Maintain custody of controlled drugs, check and witness administration of such Drugs. Ensure that controlled drug records are kept.

Ensure that the correct quota of stores, linen and sterile packs is supplied to the Ward.

Is willing in an emergency to share personnel when requested with other wards or Hospital Departments

Be knowledgeable in the structure of careful handling of all equipment used on the Ward.

Instruct the nursing staff in the need to detect and report faulty equipment. Ensure Repairs are carried out.

Ensure staff and student nurses wear the uniform of the Hospital and that staff are neat in appearance at all times.

Ensure a safe environment for staff and patients.

Ensure that staff are trained and assessed on Cardiac Resuscitation, Handling & Lifting, Fire Procedures and Disaster Plan.

Supervises duties of all non-nursing personnel.

Staff Management

Lead, by example, a professional, punctual and dedicated team.

Ensure that staffing levels and skill mix are appropriate and within the resource allocation.

Assist in the recruitment, selection and training of staff with professional advice and support from Human Resources.

Create and promote open communications, healthy working relationships, and stimulate initiative amongst ward staff.

Motivate team members, by agreeing goals and objective, through performance review.

Identify and plan, with support from the Director of Nursing and the Director of Organisational Development & Co-ordinator of Education & Research the development requirements for the staff

Maintain team work and, only when necessary, take action in accordance with the Hospital’s disciplinary policy.

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.

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.

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.