Job Specification and Terms & Conditions Job Title & Grade Clinical Nurse Manager 1 Age Related Service-Continuing Care Units (Specified Purpose full time 37.5) Campaign Reference RQ1011 Closing Date Friday 8th August 2025 Proposed Interview Date Week of 18th/25th August 2025 Taking Up Appointment To be confirmed 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 Clinical Nurse Manager 2, Clinical Nurse Manager 3 and Assistant Director of Nursing. Purpose of Post The post holder has responsibility for the provision of professional nursing care, to meet the individual needs of the patient population/service and be accountable for the delivery of such care. Eligibility Criteria Qualifications & Experience Each candidate and every person holding the office must be registered in the general division of the register of nurses maintained by NMBI (Nursing and Midwifery Board of Ireland) Skills, Competencies and Knowledge Professional / Clinical Individualised Patient Care 1.1Encourage recognition of the residents/patients as an individual and ensure that their needs and comforts are given priority. 1.2To take personal responsibility for ensuring that patients have: an individual assessment based on their specific needs a plan of care tailored based on their specific needs their plan of care implemented, evaluated and that modifications are made care needs change involvement of other practitioners of the multidisciplinary team as the context of care to the patient and carer needs demand 1.3To actively promote and implement the concept of individualised patient care within the ward/area. 1.4To liaise and report on a regular basis to the Clinical Nurse Manager 2 on all aspects of patient care. 1.5To develop and promote good relationships with patients, families and carers, and make the ward environmentally welcoming and homely. 1.6To ensure that the Nursing Documentation relating to patient care is maintained in accordance with Peamount and An Bord Altranais standards. 1.7To ensure strict confidentiality of information regarding patients/residents is adhered to. 2.Accountability for Practice Education and Personal Development. 2.1To ensure that the principles, which govern adjustments to practice as, identified in the NMBI document Scope of Nursing and Midwifery Practice Framework are promoted and adhered to. 2.2To develop scope of professional practice to meet the core areas considered suitable by the service. Staff Induction and Development 2.3To participate and support the Clinical Nurse Manager in the staff development and induction programme for both trained and untrained staff. 2.4To plan, develop and organize an in-service education and development programme to reflect the ongoing needs of the service. 2.5To be responsible for the implantation, overseeing and evaluation of the Staff Induction. 2.6To adopt a supportive role for newly appointed staff as required. 2.7To promote an environment that provides learning and growth for qualified/unqualified staff and participates in the ward-learning programme. 2.8To facilitate in developing an environment conducive to promoting reflective practice thus ensuring that care delivered to patients is of the highest standard. 2.9To keep professionally updated and abreast of current trends/developments in professional matters as identified in the Report of the Commission of Nursing and governmental directives. 3. Clinical and Professional Leadership Clinical Research and Supervision 3.1To actively support the Clinical Nurse Manager in developing an evidence-based culture. 3.2To participate and support in promoting Research Awareness in clinical nursing practice. 3.3To participate in the hospital wide Research Awareness programmes as appropriate. 3.4To support the development of the resource/link nurse for clinical areas identified 4.Quality Outcomes and Audit 4.1To take an active role in leading and developing standards of care. 4.2To act as the identified ward nurse for co-ordinating and monitoring specific aspects related to topics as identified on the ward programme. 5.Managerial 5.1To take overall responsibility for the ward in the absence of the Clinical Nurse Manager 2. 5.2To take charge of the ward on a regular basis. 5.3To assist the Clinical Nurse Manager in the overall supervision of the entire staff on the ward. 5.4To co-operate and liaise with hospital/community personnel and other hospitals involved in direct or indirect care of patients, and arrange services as appropriate. 5.5 To work at various levels in the nursing team, taking different roles as the situation requires. 5.6To participate in the hospital/unit wide rotation programme to meet service needs and developments. 5.7To establish regular and effective communication with medical staff and other members of the multidisciplinary team, and also with patients and relatives. 5.8To act as team leader within the nursing team and to ensure that the care delivered to patients/clients is as a result of individual assessment care needs. 5.9To effectively organise and prioritise the delivery of patient care needs. 5.10To contribute to the service plan for the unit and further develop as appropriate. 5.10.1To ensure that there is safe and effective distribution of nursing staff when in charge thus ensuring that the individual needs of patients are met. 5.10.2To monitor and ensure that patient care plans/charts are regularly reviewed and updated. 5.10.3To ensure that the ward/patient areas are kept safe, clean and tidy. 5.10.4To support the Clinical Nurse Manager 2 in developing systems for actively implementing and evaluating the Clinical Risk Management programme. 5.10.5 To support the Clinical Nurse Manager 2 in developing an action plan to address the identified actual and potential risks as part of the Clinical Risk Management programme. 5.10.6To develop mechanisms for the ongoing monitoring and management of clinical risks. 5.10.7To ensure cost effective and appropriate use of hospital resources 5.10.8To ensure that all Policies and Procedures are adhered to and that all unit staff are aware of same. 6.Health and Safety 6.1To consider the health, safety and welfare of staff, patients and visitors in accordance with the Health and Safety at Work Act (1989). 6.2To be aware of the contents of the Fire and Major Accident Plan and Safety Statement as applicable to the clinical area.To effectively manage emergency situations. 6.3To ensure that the practice of drug custody of Dangerous Drugs and Administration conforms to the requirement as laid down in the Misuse of Drugs Act and ensure that correct drug records are kept.Report discrepancies immediately to the Clinical Nurse Managers or his/her deputy. 6.4Report and record all accidents or incidents involving staff, patient and visitors to the Clinical Nurse Manager as identified in the Risk Management programme. 6.5Supervise the duties of non-nursing personnel and advise other staff of the need to detect and report faulty equipment and report repairs, which are required. 6.6To ensure the correct and appropriate use of equipment is maintained. 6.7To ensure that the Handling and Moving Policy is adhered to. Other requirements specific to the post 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. Campaign Specific Selection Post A ranking and or short-listing exercise may be carried out on the basis of information supplied in your CV.The criteria for ranking and or short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification.Therefore, it is very important that you think about your experience in light of those requirements Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview depending on the service needs of the organisation. 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 Peamount Healthcare, Newcastle, Co. Dublin. Tenure The current vacancy available is one Specified Purpose Contract. The post is pensionable.A panel may be created as a result of this campaign for Clinical Nurse Manager 1 from which permanent and specified purpose vacancies of full or part time duration may be filled. Appointment as an employee of the Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointments) Act 2004 and Public Service Management (Recruitment and Appointments) Amendment Act 2013. Remuneration Remuneration is in accordance with the salary scale approved by the Department of Health: Current salary scale with effect from 1st March 2025: €56,081 (Point 1) to €66,045 (Point 8) LSI Working Week The hours allocated to this post are 37.5 hours per week. 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 6 months 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. Pre-Employment Health Assessment Prior to commencing in this role a person will be required to complete a form declaring their health status which is reviewed by the hospitals Occupational Health Service and if required undergo a medical assessment with this department. Any person employed by Peamount Healthcare must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 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. Character Candidates for and any person holding the office must be of good character. 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 departments safety statement, which must be read and understood. Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice and adhere to relevant legislation, regulations and standards. Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to Peamount.Protection and Care and comply with associated Peamount protocols for implementing and maintaining these standards as appropriate to the role.To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Quality, Risk & Safety Responsibilities It is the responsibility of all staff to: Participate and cooperate with legislative and regulatory requirements with regard to Quality, Risk and Safety. Participate and cooperate with external agencies on safety initiatives as required. Participate and cooperate with internal and external evaluations of hospital structures, services and processes as required, including but not limited to: National Standards for Safer Better Healthcare. National Standards for the Prevention and Control of Healthcare Associated Infections. HSE Standards and Recommended Practices for Healthcare Records Management 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. Education and Training Participate in mandatory training programmes. Pursue continuous professional development in order to develop professional knowledge and keep updated with current and legislation. 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 ones 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. Skills: clinical planning develop