Registered Advanced Nurse Practitioner / Candidate Diabetes

Job Title and Grade Code

Registered Advanced Nurse Practitioner (RANP) /candidate Advanced Nurse Practitioner Diabetic services.

Grade Codes: 2267 / 2272

Campaign Reference

SCH/098/2025

Closing Date

Wednesday 15th December 2025 @ 17:00Hrs

Proposed Interview Date (s)

It is proposed to hold interview for this post as soon as possible after the closing date of the campaign. In this regard, candidates may receive short notice of interview date.

Taking up Appointment

A start date will be indicated at job offer stage.

Location of Post

Endocrine Department, St. Columcille’s Hospital, Loughlinstown, Co. Dublin.

There is currently one permanent whole-time vacancy as an Advanced Nurse Practitioner (RANP) in Diabetes, available in the Endocrine Department, at St Columcille’s Hospital (SCH), Loughlinstown, Co. Dublin.

A panel may be created from this campaign for SCH from which current and future, permanent and specified purpose vacancies of full time or part time duration may be filled.

Informal Enquiries

Clement Anburaj Director of Nursing, St. Columcille’s Hospital, Loughlinstown, Co. Dublin.

Phone: 01 211 5014

Email: clement.anburaj@hse.ie

Details of Service

Located on the border of Wicklow St. Columcille’s Hospital (SCH) Loughlinstown, provides a range of services to a diverse population covering South County Dublin and County Wicklow. SCH is a Model 2 hospital with 117 inpatient Beds, 3 Medical Observation Beds, 8 Day Beds, 9 Beds in MAU (Medical Assessment Unit) and 6 in the IU (Injuries Unit). These services include a Cardiac Rehabilitation Unit, Injury Unit, Medical Assessment Unit, acute medical in-patient services, Day Surgery, Diabetic Care, Outpatient care and Diagnostic Services. St. Columcille’s Hospital has a National Speciality in Obesity and Gender management and is a referral centre for bariatric surgery.

Specific to the Diabetic Services

The Diabetes Service in St Columcille’s Hospital (SCH) is a tertiary referral service for Type 1 (T1DM) and complicated Type 2 diabetes (T2DM) that cannot be managed in the community. The service has 4963 registered patients - 672 of which have T1DM with 371 of those using intensive insulin approaches. We provide advanced diabetes interventions in keeping with those seen in many but not all Level IV hospital units. Patient empowerment through education, active questioning and enhanced support is central to our approach. The team at SCH has a very close working relationship with community and primary care colleagues. The diabetes service is delivered principally via outpatient clinics but also provides inpatient monitoring for all patients admitted with diabetes. The service is delivered using an MDT approach composed of many disciplines which include, nursing, medical, clinical nutrition, and podiatry. Nurse led clinics take place daily for follow up of acute problems and assisting with behavioural changes in clients struggling with their diabetes.

Reporting Relationship

The post holder will report to:

Clinically: Endocrine Consultants and professionally to:

• The Director of Nursing
• Their appointed Assistant Director of Nursing

Clinical Indemnity

Indemnity agreements for the post and service are provided by the state claims agency, clinical indemnity scheme. The RANP/cANP in Older Persons will work within a defined and agreed scope of practice and in accordance with approved protocols, polices, procedures and guidelines and clinical supervision arrangement.

Key Working Relationships

to include but not limited to:

Director/Assistant Director of Nursing

RANPs and other nursing grades

Nurse Practice Development Co-ordinator

Prescribing site co-ordinator(s)

Medical colleagues

Interprofessional colleagues

Patients/service users/families and/or carers

Nursing and Midwifery Board of Ireland

Higher Education Institution

Nursing and Midwifery Planning and Development Unit

Centres of Nursing and Midwifery Education

National Clinical and Integrated Care Programme

National Leadership and Innovation Centre

Other relevant statutory and non-statutory organisations

Clinical supervision

The RANP/cANP diabetes service engages in on-going clinical supervision as per a Memorandum of Understanding. The structure, process and outcome of clinical supervision must be explicit (formal and informal).

The RANP/cANPDiabetes service maintains a record of clinical supervision in his/her professional practice portfolio.

Purpose of the Post

In line with the HSE/DOH/NCEC Type 1 diabetes national guidelines (2018) the basic standards and elements that constitute safe and effective Type 1 diabetes care in Ireland include access to DAFNE structured diabetes education (SDE), diabetes technology and at a minimum 6 monthly review appointments with ongoing support from a full multidisciplinary team (MDT). High risk groups within the general Type 1 diabetes cohort include young adults with T1DM as this group have higher mortality and complication rates, and greater psychological morbidity, and women with Type 1 diabetes who are planning pregnancy as they have specific diabetes-related fertility needs. The Endocrinology Consultant will lead the Specialist multidisciplinary team and will lead the implementation of, and have clinical responsibility for, diabetes care within the hospital service.

The role of the RANP/cANP will differ according to the needs and configuration of existing services at the local level. The successful candidate works with the specialist MDT supporting high standards of care delivery in Type 1 Diabetic care.

The specialist Diabetes Service will support:

● A holistic, multidisciplinary approach to the care of individuals with Type 1 diabetes

● Provision of a reformed outpatient services that utilise telehealth and other ICT measures to facilitate more effective and efficient delivery of care.

● Reduced waiting times for patients for hospital outpatient services.

● Deliver DAFNE structured diabetes education

● Support use of insulin pumps and continuous glucose monitors as part of integrated and holistic Type 1 diabetes care.

● Deliver pre-pregnancy clinics in conjunction with the MDT and coordinate care for women with Type 1 diabetes planning pregnancy.

Please note more post specific information on services provided, possible future developments etc. will be provided to candidates at the ‘expression of interest’ stage of the recruitment process.

The Candidate ANP (cANP) nursing role:

The individual will undertake the academic preparation and develop the clinical and leadership skills, competencies and knowledge required to meet the criteria to be registered as a RANP with NMBI. The scope of the cANP role must reflect the incremental development of expertise and as such, the cANP cannot deliver care as an autonomous practitioner. Furthermore, the cANP will develop and submit their personal portfolio and all other necessary documentation to NMBI to register as a RANP. The value of the nursing contribution as a distinct profession must be safeguarded and articulated in the development of new services led by advanced nurse practitioners, complementing rather than replacing current services delivered by doctors (NMBI 2017 p.9).

The overall purpose of the post is to provide safe, timely, evidenced based nurse-led care to patients at an advanced nursing level. This involves undertaking and documenting a complete episode of patient care (assess, diagnose, plan, treat and discharge patients) according to collaboratively agreed protocols and scope of practice in the clinical setting, demonstrating advanced clinical and theoretical knowledge, critical thinking, clinical leadership, and decision-making skills. The advanced practice role demonstrates a high degree of knowledge, skill and experience that is applied within the nurse-patient/client relationship to achieve optimal outcomes through critical analysis, problem solving and accurate decision-making (NMBI, 2017).

Central to this is the provision of quality care, a safe environment, and processes for patients using evidence based clinical guidelines that address patient expectations, promote wellness, and evaluate care given. The role will provide clinical leadership and professional scholarship to develop nursing practice and health policy at local, regional, and national level. The role will contribute to nursing research to shape and advance nursing practice, education, and health care policy at local, national, and international levels.

Principal Duties and Responsibilities

The post holder’s practice is based on developing a higher level of capability across the six domains of competences as defined by the Nursing and Midwifery Board of Ireland, Advanced Practice (Nursing) Standards and Requirements (NMBI 2017)

The ANP will aim:

● To be the point of contact for type 1 patients under the care of the MDT.

● To educate support and counsel patients providing relevant written information and prescriptions as agreed as part of the MDT pathway.

● To lead on patient and carer’s communication issues for the MDT.

● To undertake patient assessment and refer cases to the MDT for discussion and care planning decisions.

● To ensure that patients can access members of the MDT for support and advice as appropriate.

● To work with the Data Manager supporting the collection and validation of Diabetic patient data and to be involved in clinical audit.

● To be involved in research in the area, both MDT and nurse led.

● To work with the relevant clinical staff in preparing the cases for presentation at the MDT meeting.

● To contribute to the management of the Diabetes service.

● To follow-up relevant patients in designated clinics.

The domains are:

● Professional Values and Conduct

● Clinical-Decision Making

● Knowledge and Cognitive Competences

● Communication and Interpersonal Competences

● Management and Team Competences

● Leadership and Professional Scholarship Competences

Domain 1: Professional Values and Conduct

Standard 1

The ANP/cANP will be required to apply ethically sound solutions to complex issues related to individuals and populations by:

● Demonstrating accountability and responsibility for professional practice as a lead healthcare professional in nursing Diabetic patients.

● Articulating safe boundaries in the management of patients with Diabetes.

● Engaging in timely referral and collaboration with Diabetic services.

● Engage in timely referrals and collaborations for those areas outside his/her scope of practice, experience, and competence

● Demonstrating leadership by practising compassionately to facilitate, optimise, promote, and support the health, comfort, quality of life and wellbeing of persons whose lives are affected by Diabetes

● Articulating and promoting the RANP Diabetic role in clinical, political, and professional contexts.

Domain 2: Clinical-Decision Making Competences

Standard 2

The ANP/cANP will utilise advanced knowledge, skills, and abilities to engage in senior clinical decision making by:

● Conducting a comprehensive holistic health assessment for Diabetic patients, using evidenced based frameworks to determine diagnoses and inform autonomous advanced nursing care

● Synthesising and interpreting assessment information particularly history including prior treatment outcomes, physical findings, and diagnostic data to identify Diabetes and to determine at risk and subnormal states of health

● Demonstrating timely use of diagnostic investigations to inform clinical decision making

● Exhibiting comprehensive knowledge of therapeutic interventions including pharmacological and non-pharmacological advanced nursing interventions for patients with Diabetes.

Domain 3: Knowledge and Cognitive Competences

Standard 3

The ANP/cANP will actively contribute to the professional body of knowledge related to his/her area of advanced practice by:

● Providing leadership in the translation of new knowledge related to Diabetic patients to clinical practice

● Educating others using an advanced expert knowledge base derived from Diabetic clinical experience, on-going reflection, clinical supervision, and engagement in continuous professional development

● Demonstrating a vision for advanced practice Diabetic nursing based on a competent expert knowledge base that is developed through research, critical thinking, and experiential learning

● Demonstrating accountability in considering access, cost, and clinical effectiveness when planning, delivering, and evaluating care for Diabetes patients.

Domain 4: Communication and Interpersonal Competences

Standard 4

The RANP/cANP will negotiate and advocate with other health professionals to ensure the beliefs, rights and wishes of the person are respected by:

● Communicating effectively with the healthcare team through sharing of information in accordance with legal, professional, and regulatory requirements

● Demonstrating leadership in professional practice by using professional language (verbally and in writing) that represents the plan of care for patients with Diabetes, which is shared with the person and other members of the inter-professional team.

● Facilitating clinical supervision in Diabetic nursing and mentorship through utilising one’s expert knowledge and clinical competences

● Utilising information technology, in accordance with legislation and organisational policies and procedures, to record all aspects of advanced nursing care in Diabetes Care

Domain 5: Management and Team Competences

Standard 5

The ANP/cANP will manage risk to those who access the service through collaborative risk assessments and promotion of a safe environment by:

● Promoting a culture of quality care for patients with Diabetes.

● Proactively seeking feedback from persons receiving care for Diabetes families and staff on their experiences and suggestions for improvement

● Implementing practice changes using negotiation and consensus building, in collaboration with the multidisciplinary team and persons receiving care and treatment for Diabetes.

Domain 6: Leadership and Professional Scholarship Competences

Standard 6

The ANP/cANP will lead in multidisciplinary team planning for transitions across the continuum of care by:

● Demonstrating clinical leadership in the design and evaluation of services related to Diabetic care

● Engaging in health policy development, implementation, and evaluation

● Identifying gaps in the provision of care and services pertaining to Diabetic and apply the best available evidence.

● Leading in managing and implementing change in Diabetes management.

Legislation, regulations, policies and guidelines

The RANP/cANP (Diabetes service) practises nursing according to:

The RANP/cANP (Diabetes Integrated Care) practises nursing according to:

· The Code of Professional Conduct and Ethics for Registered Nurses and Registered Midwives (NMBI 2014).

· Scope of Nursing and Midwifery Practice Framework (NMBI 2015).

· Values for Nurses and Midwives in Ireland – Care, Compassion and Commitment (Department of Health 2016).

· Advanced Practice Nursing Standards and Requirements (NMBI 2017).

· National Health Policies and Procedures.

· National Consent Policy (HSE 2013, revised 2016).

· Houses of the Oireachtas Committee on the Future of Healthcare (Sláintecare, 2017).

· Local policies, procedures, protocols, and guidelines.

· Current legislation

· Government of Ireland (2015) Assisted Decision-Making Capacity Act.

Advanced Practice Performance Management and Evaluation

● Performance Indicators (PI’s) are required to evaluate nursing interventions and implement initiatives to improve quality and quantity of the nursing care provided. The RANP/ cANP will ensure the KPI’s will have a clinical nursing focus as well as a breakdown of activity in Diabetes nursing, including patients seen and treated. In addition, they identify areas of good practice that must be recognised and celebrated (HSE 2015).

● The Department of Health (2017) Framework for National Performance Indicators for Nursing and Midwifery provides a guiding framework for the development of Nursing and Midwifery PI’s.

● In collaboration with the Director of Nursing and Directorate Nurse Manager the RANP/ cANP will identify and develop Nursing KPI’s for Diabetes care collect and collate data which will provide evidence of the impact and effectiveness of the interventions undertaken.

● The cANP will evaluate audit results and research findings to identify areas for quality improvement in collaboration with nursing management and multidisciplinary team colleagues (primary and secondary care).

Professional / Clinical

The ANP/cANP will practice nursing according to:

● Professional clinical guidelines

● Local policies, procedures, protocols, and guidelines

● Current legislation

● Values for Nursing and Midwifery – Care, Compassion and Commitment (DoH, 2016).

Education and Training

The ANP/cANP will:

● Contribute to service development through appropriate continuous education, research initiatives, keeping up to date with nursing literature, recent nursing research and new developments in nursing practice, education, and management.

● Provide support and advice to those engaging in continuous professional development in his/her area of advanced nursing practice.

Health and Safety

The ANP/cANP will:

● Ensure adherence to established policies and procedures e.g., health and safety, infection control, storage and use of controlled drugs etc.

● Ensure completion of incident and near miss forms.

● Ensure adherence to department policies in relation to the care and safety of any equipment supplied for the fulfilment of duty.

● Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to the role, for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role.

● Support, promote and actively participate in sustainable energy, water, and waste initiatives to create a more sustainable, low carbon and efficient health service.

Management

The ANP/cANP will:

● Provide support, advice and direction to staff as required.

● Engage with the wider healthcare team and facilitate team building.

● Facilitate communication with the healthcare team across services and within the senior nurse team.

● Provide staff leadership and motivation which is conducive to good working relations and work performance.

● Promote a culture that values diversity and respect in the workplace.

● Manage and promote liaisons with internal and external bodies as appropriate, for example, intra-hospital service, community services, or voluntary organisations.

● Contribute to the strategic management and planning process.

● Formulate service plans and budgets in co-operation with the wider healthcare team.

● Provide reports on activity and services as required.

● Engage in IT developments as they apply to service user and service administration.

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.

Qualifications and/ or experience

1.Professional Qualifications, Experience, etc.

(a) Eligible applicants will be those who on the closing date for the competition are:

(i)

Be a registered nurse with the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) or entitled to be so registered

And

(ii)

Be registered in the division(s) of the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) Register for which the application is being made or entitled to be so registered.

Or

In recognition of services that span several patient/client groups and/or division(s) of the register, provide evidence of validated competences relevant to the context of practice

And

(iii)

Have a broad base of clinical experience relevant to the advanced field of practice

And

(iv)

Be eligible to undertake a Master’s Degree (or higher) in Nursing or a Master’s Degree, which is relevant, or applicable, to the advanced field of practice. The Master’s programme must be at Level 9 on the National Framework of Qualifications (Quality & Qualifications Ireland), or equivalent. Educational preparation must include at least three modular components pertaining to the relevant area of advanced practice, in addition to clinical practicum.

Or

(v)

(vi)

Be currently undertaking a Master’s Degree in Nursing (Advanced Practice Pathway) or be eligible to register to undertake additional Level 9 National Framework of Qualifications (Quality and Qualifications Ireland) specific modules of a Master’s Degree in Nursing (Advanced Practice Pathway) within an agreed timeframe. Educational preparation must include at least three modular components pertaining to the relevant area of advanced practice, in addition to clinical practicum.

Or

Possess a Master’s Degree (or higher) in Nursing or a Master’s Degree which is relevant, or applicable, to the advanced field of practice. The Master’s programme must be at Level 9 on the National Framework of Qualifications (Quality & Qualifications Ireland), or equivalent. Educational preparation must include at least three modular components pertaining to the relevant area of advanced practice, in addition to clinical practicum.

And

(b) Candidates must possess the requisite knowledge and ability including a high standard of suitability and clinical, professional and administrative capacity to properly discharge the functions of the role.

2.Annual registration

(i)

Practitioners must maintain active annual registration on the appropriate/relevant Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role

And

(ii)

Confirm annual registration with NMBI to the HSE by way of the annual Patient Safety Assurance Certificate (PSAC).

3.Health

Candidates 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 such as would indicate a reasonable prospect of ability to render regular and efficient service.

4.Character

Candidates for and any person holding the office must be of good character.

Experience

● Have a minimum 5 years’ experience in Diabetic nursing

● Have at least 5 years’ experience in an acute general hospital setting in the last 5 years

● Proven clinical and managerial ability with vision and leadership skills to lead and manage the nursing and service agendas in line with the HSE, SVHG and Ireland East Hospital Group strategic goals and objectives within the areas of responsibility.

Desirable

· Demonstrate competencies relevant to context of practice.

• Provide evidence of continuing professional development.
• Have the competencies to exercise higher levels of judgement, discretion, and decision-making in the area of Nursing above that is expected of the nurse working at primary practice
• Demonstrate a level of the clinical nurse specialist Diabetes care

Knowledge

● Knowledge of nursing guidelines, policies, procedures, and protocols, applicable to Diabetic nursing

● Detailed understanding of the application of Scope of Nursing Practice Framework

● Advanced knowledge of current nursing research issues related to Diabetic nursing

● Experience of clinical audit and standard setting

Post Specific Requirements, additional qualifications and or experience required.

The following service specific requirements, additional qualifications and /or experience are offered for consideration in developing the role for a specific scope of practice within a post or within a specific location.

● Be a registered nurse prescriber or agree to undertake, within an agreed timeframe, the Nurse Prescribing of Medicinal Products Certificate.

● Have undertaken or agree to undertake, within an agreed timeframe, the Nurse Prescribing of Ionising Radiation Certificate.

Campaign Specific Selection Process

Ranking/Shortlisting / Interview

A ranking and or shortlisting exercise may be carried out based on information supplied in your application form. The criteria for ranking and or shortlisting 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 considering 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 in ‘bands’ depending on the service needs of the organisation.

Code of Practice

The Health Service Executive will run this campaign in compliance with the Code 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 principal 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 the Code of Practice. Additional information on the HSE’s review process is available in the document posted with each vacancy entitled “Code of Practice, Information for Candidates”.

Codes of practice are published by the CPSA and are available on https://www.hse.ie/eng/staff/jobs in the document posted with each vacancy entitled “Code of Practice, Information for Candidates” or on https://www.cpsa.ie/.

The reform programme outlined for the Health Services may impact on this role and as structures change the Job Specification may be reviewed.

This Job Specification is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned.

Registered Advanced Nurse Practitioner (RANP) or Candidate Advanced Nurse Practitioner (cANP), Diabetic Services,

Terms and Conditions of Employment

Tenure

The appointment is whole-time and Candidate ANP is required to have progressed to being eligible to be a Registered ANP with the NMBI within 3 years of commencement of the post.

Given the developmental nature of this service the successful advanced nurse practitioner candidate will be required to adhere to the terms as set out below which are specific to this appointment.

In line with requirements and standards set out by NMBI (2017) Advanced Practice (Nursing) Standards and Requirements the successful candidate will be required to engage in a process of self-development and structured education and clinical supervision specific to (area of practice to be inserted) in order to develop advanced clinical nursing knowledge and critical thinking skills to gain competence necessary to independently provide efficient, effective, safe patient care to a specific caseload which has been previously agreed.

The Candidate Advanced Nurse Practitioner is expected to demonstrate the core and specific competencies deemed necessary to manage the scope of practice and must undertake formal competency assessment to an agreed standard in order to progress towards submission of a personal portfolio to The Nursing and Midwifery Board of Ireland for registration as a Registered Advanced Nurse Practitioner

The timeframe for submission of the individual portfolio will be agreed with the Director of Nursing and relevant clinical lead to progress the development of an ANP service in breast cancer and facilitate the strategic development of future ANP candidates and additional patient services.

As a new RANP service is being developed the Candidate Advanced Nurse Practitioner, under the direction of the Health Care Provider’s Advanced Practice Stakeholder Governance Group is expected to enable the individual nurse to meet the NMBI Criteria for Registration as an Advanced Nurse Practitioner as set out in Advanced Practice (Nursing) Standards and Requirements (NMBI, 2017). Develop the job description and supporting documentation in line with Bord Altranais agus Cnáimhseachais na hÉireann Advanced Practice (Nursing) Standards and Requirements (NMBI 2017).

On successful completion of the above requirements and on acquiring registration with NMBI as an RANP the candidate will be appointed as an RANP in a permanent capacity.

Failure to successfully achieve essential milestones (outlined above) within an agreed timeframe will result in termination of the ANP career pathway and return to a previously held substantive post OR re-deployment within the organisation.

Appointment as an employee of the Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.

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 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

The Salary Scale for cANP (as at 01/08/2025) is:

€70,725 72,124 75,662 77,054 78,454 79,872

The salary scale for RANP (as at 01/08/2025) is:

€71,408 72,792 74,125 78,221 79,511 81,009 82,410 83,801 88,12

Candidates who are successful at interview and subsequently meet the necessary registration requirements with NMBI will automatically be appointed into the approved post of RANP.

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.

Working Week

The standard working week applying to the post is to be confirmed at Job Offer stage.

Annual Leave

The annual leave associated with the post will be confirmed at Contracting stage.

Superannuation

This is a pensionable position with the HSE. The successful candidate will upon appointment become a member of the appropriate pension scheme. Pension scheme membership will be notified within the contract of employment. Members of pre-existing pension schemes who transferred to the HSE on the 01st of January 2005 pursuant to Section 60 of the Health Act 2004 are entitled to superannuation benefit terms under the HSE Scheme which are no less favourable to those which they were entitled to at 31st December 2004

Age

The Public Service Superannuation (Age of Retirement) Act, 2018* set 70 years as the compulsory retirement age for public servants.

* Public Servants not affected by this legislation:

Public servants joining the public service or re-joining the public service with a 26 week break in service, between 1 April 2004 and 31 December 2012 (new entrants) have no compulsory retirement age.

Public servants, joining the public service or re-joining the public service after a 26-week break, after 1 January 2013 are members of the Single Pension Scheme and have a compulsory retirement age of 70.

Probation

Every appointment of a person who is not already a permanent officer of the Health Service Executive or of a Local Authority shall be subject to a probationary period of 12 months as stipulated in the Department of Health Circular No.10/71.

Protection for Persons Reporting Child Abuse Act 1998

As this post is one of those designated under the Protection for Persons Reporting Child Abuse Act 1998, appointment to this post appoints one as a designated officer in accordance with Section 2 of the Act. You will remain a designated officer for the duration of your appointment to your current post or for the duration of your appointment to such other post as is included in the categories specified in the Ministerial Direction. You will receive full information on your responsibilities under the Act on appointment.

Mandated Person Children First Act 2015

As a mandated person under the Children First Act 2015 you will have a legal obligation:

• To report child protection concerns at or above a defined threshold to TUSLA.

• To assist Tusla, if requested, in assessing a concern which has been the subject of a mandated report.

You will remain a mandated person for the duration of your appointment to your current post or for the duration of your appointment to such other post as is included in the categories specified in the Ministerial Direction. You will receive full information on your responsibilities under the Act on appointment.

Infection Control

Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role.

Health & Safety

It is the responsibility of line managers to ensure that the management of safety, health and welfare is successfully integrated into all activities undertaken within their area of responsibility, so far as is reasonably practicable. Line managers are named, and roles and responsibilities detailed in the relevant Site-Specific Safety Statement (SSSS).

Key responsibilities include:

• Developing a SSSS for the department/service[1], as applicable, based on the identification of hazards and the assessment of risks, and reviewing/updating same on a regular basis (at least annually) and in the event of any significant change in the work activity or place of work.

• Ensuring that Occupational Safety and Health (OSH) is integrated into day-to-day business, providing Systems of Work (SOW) that are planned, organised, performed, maintained, and revised as appropriate, and ensuring that all safety related records are maintained and available for inspection.

• Consulting and communicating with staff and safety representatives on OSH matters.

• Ensuring a training needs assessment (TNA) is undertaken for employees, facilitating their attendance at statutory OSH training, and ensuring records are maintained for each employee.

• Ensuring that all incidents occurring within the relevant department/service are appropriately managed and investigated in accordance with HSE procedures[2].

• Seeking advice from health and safety professionals through the National Health and Safety Function Helpdesk as appropriate.

• Reviewing the health and safety performance of the ward/department/service and staff through, respectively, local audit and performance achievement meetings for example.

Note: Detailed roles and responsibilities of Line Managers are outlined in local SSSS.

Ethics in Public Office 1995 and 2001

Positions remunerated at or above the minimum point of the Grade VIII salary scale (€69,676 as at 01.10.2020) are designated positions under Section 18 of the Ethics in Public Office Act 1995. Any person appointed to a designated position must comply with the requirements of the Ethics in Public Office Acts 1995 and 2001 as outlined below:

A) In accordance with Section 18 of the Ethics in Public Office Act 1995, a person holding such a post is required to prepare and furnish an annual statement of any interests which could materially influence the performance of the official functions of the post. This annual statement of interest should be submitted to the Chief Executive Officer not later than 31st January in the following year.

B) In addition to the annual statement, a person holding such a post is required, whenever they are performing a function as an employee of the HSE and have actual knowledge, or a connected person, has a material interest in a matter to which the function relates, provide at the time a statement of the facts of that interest. A person holding such a post should provide such statement to the Chief Executive Officer. The function in question cannot be performed unless there are compelling reasons to do so and, if this is the case, those compelling reasons must be stated in writing and must be provided to the Chief Executive Officer.

C) A person holding such a post is required under the Ethics in Public Office Acts 1995 and 2001 to act in accordance with any guidelines or advice published or given by the Standards in Public Office Commission. Guidelines for public servants on compliance with the provisions of the Ethics in Public Office Acts 1995 and 2001 are available on the Standards Commission’s website https://www.sipo.ie/.

[1] A template SSSS and guidelines are available on the National Health and Safety Function, here: https://www.hse.ie/eng/staff/safetywellbeing/about%20us/

2 See link on health and safety web-pages to latest Incident Management Policy