JOB DESCRIPTION Assistant Director of Nursing - Nursing Acute Floor Fulltime, Permanent Position Reference No: ****** *****) PURPOSE OF THE ROLE The post of Assistant Director of Nursing (ADON) for is accountable and professionally responsible to the Director of Nursing but will work in close collaboration with the Directorate Nurse Managers and Senior Nursing Executive, committees, medical staff, senior managers and department heads to ensure the smooth running of the service.
The ADON is an integral part of the Senior Nursing Executive team and will work to ensure a quality service.
The ADON requires knowledge of the work to be done and has the potential to lead staff in a changing Health Service.
To fulfil the requirements of the position targets and key objectives (based on the job description) will be set by the Director of Nursing for the Assistant Director of Nursingappointed.
Quarterly review of performance versus targets will be done during the probationary period and annually thereafter.
Although this is an established role the above duties and responsibilities are reflective of the expectation in defining this role now.
This is not an exhaustive list and it is expected that the post holder will embrace the evolving nature of the role, consistent with the direction being followed by the hospital and the DMHG in the current dynamic and changing operating environment.
The following job description sets out the role in managing nursing staff and in controlling and managing services within budgetary allocation.
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 active Register held by Nursing and Midwifery Board of Ireland or be entitled to be so registered.
Have 7 years post registration experience with 3 years nursing management experience at a minimum of CNM2 grade in an acute setting.
Possess a post graduate qualification at not less than level 8 on the NFQ framework in the area of healthcare or management related area, or can provide written evidence from the Higher Education Institute that they have achieved the number of ECTS credits equivalent to a level 8 or higher standard.
Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
Have excellent communication and interpersonal skills.
Demonstrate evidence of continuing learning and professional development.
Proven clinical and managerial ability with vision and leadership skills to lead and manage the nursing and services agendas in line with the HSE, Dublin Mid Leinster Hospital Group (DMHG) and the Regional Health Authority's Strategic goals and objectives within the areas of responsibility.
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, ****).
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 **** Schedule 2 of the Children First Act **** 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 ****.
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 full time, permanent and pensionable position.
2. Remuneration: Remuneration is in accordance with the salary scale approved by the Department of Health Team Based Performance Management, Legal Framework, Personal Development Planning, Continuous Professional Development and Learning Needs Analysis etc.
Have a strong focus on developing the contribution of staff at all levels.
Is a good judge of capability and promotes talent, creating a positive climate for the development of performance and contributions at all levels of the services.
This will include performance appraisal and review, including management development planning, developmental tasking and stretching of staff, promoting a continuous improvement culture, championing and promoting learning throughout the system and putting in place systems to capture and disseminate learning.
Promote and monitor the uptake of continuous professional development planning for staff and meet targets for full compliance.
Manage staff performance, grievance, disciplinary and other issues within the context of the organisations HR policies and procedures.
Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning