31 - 38 of 38 Jobs 

Locum Consultant Anaesthetist

University HospitalCastlebar, Mayo

Locum Consultant Anaesthetist, Mayo University Hospital Immediate vacancy until posts are filled in a permanent capacity by Public Appointments Service (PAS). Candidates must be registered as a specialist in the Specialist Division of the register of Medical Practitioners maintained by the Medical Council in Ireland in the speciality of Anaesthesiology. Informal inquiries to Dr.Aidan O'Shea, Consultant Anaesthetist/Head of Dept of Anaesthesia via Hospital Switch Ph +353 94 90 42000 or email: Aidan.oshea@hse.ie or Dr.Colm Keane, Associate Clinical Director, Peri Operative Directorate. Tel 094 90 42000 via hospital switch or email: colm.keane@hse.ie To apply: CV's to Annette Kelly, Medical Manpower Manager, Mayo University Hospital. Tel +353 94 90 42335 or email: annette.kelly@hse.ie Closing Date: Monday 25th March 9am In line with HSE Professional Placement Framework this advertisement is for direct applications only.

12 days agoPermanent

Traffic / Litter Warden

Mayo County CouncilMayo€730.81 - €849.29 per week

Mayo County Council is at the heart of the local community and is the key provider of economic and social development in Mayo. As the democratic leader of the County, we represent the people while delivering vital local services which are central to the quality of life of everybody who lives in, works in and visits Mayo. A Traffic/Litter Warden is a member of a multi-disciplinary team of front-line employees which deliver a wide variety of key local authority services. Whilst the Traffic/Litter Warden has specific responsibility for the enforcement of a variety of legislation including Road Traffic, Litter Pollution and Casual Trading acts and regulations, the role also entails working closely with a wide range of local authority stakeholders in the Municipal District including businesses, schools, tidy towns committees, resident associations, and other community groups.   1. CHARACTER: Candidates shall be of good character. 2. HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3. EDUCATION, TRAINING, EXPERIENCE, ETC: Each Candidate must, on the latest date for receipt of completed application forms: i) Have a good standard of general education such as will enable the applicant to efficiently and effectively perform the duties assigned to Traffic/Litter Warden. ii) Possess satisfactory experience in dealing with the public. Requirement Candidates must hold a current Class B Driving Licence (free from endorsement). 1. POSITION: A panel will be formed from qualified candidates from which permanent and temporary appointments may be made. The person appointed will be required to work a thirty-nine-hour week, including Saturdays at specific hours, to be decided from time to time by the Local Authority. 2. WAGES: The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under an enactment to perform. RANGE €730.81 - €849.29 3. DUTIES: The duties of the employment are to give to: Mayo County Council under the control of the Chief Executive or his nominee and to any other local authority or body with which an agreement has been made by the local authority, under the general direction and control of the Chief Executive or of such other employee as the Chief Executive may from time to time determine, such appropriate services of an administrative, technical, supervisory or management nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties, and to exercise such powers, functions and duties as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body. The holder of the employment will, if required, act for an employee of a higher level, if qualified to do so. Traffic / Litter Warden duties include but are not limited to the following: a. Patrolling the area assigned to him/her. b. Issuing ‘on the spot fines’ tickets for various offences under the Road Traffic Legislation and Finance Act 1976. c. Issuing ‘on the spot fines’ tickets in relation to the prohibition of the creation of Litter. d. To keep accurate records of offences as required for the purpose of Court proceedings and to attend court and give evidence when required. e. To write clear and concise reports on a daily basis including the provision of photographic evidence of traffic and litter offences. f. To implement any Traffic Bye-Laws that may be introduced. g. To participate in traffic, car parking, cyclist, and pedestrian counts as required from time to time by the nominated officer in charge. h. Reporting of abandoned vehicles. i. To maintain a register of street parking signage and road markings and report defects to the nominated officer in charge. j. To note footpath and pavement defects and report such defects to the nominated officer in charge. k. To maintain all pay and display machines including cleaning, restocking of tickets, maintenance and replacement of parts and emptying of coin baskets. l. To actively take part in any training provided as directed by the nominated officer in charge. m. To comply with Health and Safety legislation as directed by the nominated officer in charge. n. To provide cover for other wardens as directed by the nominated officer in charge. o. To participate in any Anti-Litter campaigns and to assist in the encouragement of a cleaner environment throughout the area by making contact with representative bodies, voluntary organisations, school and community groups. p. To check licences and permits issued under the Casual Trading Act, 1995 and to assist in the prosecution of that Act including the writing of reports, attendances at Court and the giving of evidence on behalf of the Council. q. To perform the duties at all times in a fair and impartial manner and courteous manner, to avoid arguments with members of the public and to request the assistance of the Gardaí in difficult situations. r. To keep the streets and footpaths clear of street furniture and goods including the serving of notices on property owners in relation to such obstructions. s. To be familiar with and have knowledge of the provisions of the Road Traffic Acts, the Local Government Litter Acts, Casual Trading Act 1995, Finance Acts and any other Statutes of the State relevant to the position of Traffic/Litter Warden. t. The person appointed will use new technology, as required. u. The person appointed will be required to wear a uniform at all times on Traffic Warden duty. The uniform must be maintained in a clean and presentable condition. v. To accept and carry out all instructions and other duties given from time to time by the nominated officer in charge. w. To report in person to the nominated employee in charge on a daily basis and more often when required. N.B. THE TRAFFIC/LITTER WARDEN SHALL NOT ACCEPT PAYMENT FOR FINES AT ANY TIME. The above 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. 4. COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. • Understands and follows procedures and processes. • Prioritises workloads and generates effective solutions. • Demonstrates good record keeping skills. • Demonstrates good data analytic skills. • Can use various IS packages/systems and is proficient in the use of new technologies Personal Effectiveness • Demonstrates commitment to self-development and improving skills and knowledge base. • Demonstrates honesty and integrity and treats others in a fair and consistent manner. • Is resilient in the face of challenges. • Adopts a positive and constructive approach to work. Candidates will also be assessed at interview on the basis of how they demonstrate their Specialist Knowledge, Expertise and Self Development Specialist Knowledge, Expertise and Self Development • Knowledge and understanding of the role of Traffic/Litter Warden • Range and depth of experience relevant to the post. • Specialist Knowledge, expertise in previous & current working environment. • Understanding of local government legislation, local government policy. • A clear understanding of Health and Safety Policy and Procedures 5. RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. 6. ANNUAL LEAVE: Annual leave entitlement 25 days per year 7. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. 8. SHORTLISTING: Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). Other written, oral or practical tests appropriate to the position. Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. 9. APPOINTMENT: Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. 10. REFERENCES/DOCUMENTARY EVIDENCE: Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. 11. SUPERANNUATION: As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1) Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3) Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. 12. RETIREMENT AGE: CLASS A PRSI Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, in line with State Pension age. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ (from 1st April, 2004 and before January 2013) to the Public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The minimum age at which a person may retire is 65. As a ‘New Entrant’ to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a New Entrant to the public service, as defined in the Public Service Superannuation (miscellaneous provisions) Act 2004, who has joined before 1st April 2004, is subject to a compulsory retirement age of 70 as per CLS2/2019 but can retire from 60 years of age. CLASS D PRSI Minimum retirement age will be 60 years with compulsory retirement age of 70 years. 13. BASE: Assignment of base shall be at the absolute discretion of Mayo County Council. 14. PROBATION: Where a person who is not already a permanent employee of a Local Authority is employed, the following provisions shall apply: (a) There shall be a period after such employment takes effect during which such person shall hold such position on probation. (b) Such period shall be for six months, but the Chief Executive may at his or her discretion extend such period. (c) Such person will cease to hold such position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such person is satisfactory. (d) The period at (a) above may be terminated on giving one weeks’ notice as per the Minimum Notice and Terms of Employment Acts. (e) There may be assessment(s) during the probationary period. 15. MEDICALS: For the purpose, of satisfying the requirements as to health it will be necessary for successful candidates, before they are appointed, to undergo at their expense a medical examination by a qualified medical practitioner to be nominated by the Local Authority. On taking up appointment the expense of the medical examination will be refunded to candidates. 16. GARDA VETTING: Offer of employment may be subject to a Garda vetting process. Failure to pass Garda vetting will result in employment being terminated with immediate effect. 17. CANVASSING WILL DISQUALIFY: Any attempt by a candidate (or by any persons acting on their behalf) to canvass or other otherwise influence any officer of the Council (or persons nominated by it to interview or examine applicants) in the candidates’ favour either directly or indirectly, by means of written communication or otherwise, will automatically disqualify the applicant for consideration for the position. 18. GENERAL DATA PROTECTION REGULATION: Mayo County Council is committed to protecting your personal data and we comply with our obligations under the Data Protection Acts, 1988 – 2018, and the General Data Protection Regulation. Basis for Processing your Personal Information The basis for processing your personal data is to process your application for the position you have applied for with Mayo County Council under the Terms of the Employment (Information) Act 1994 and Human Resources Department policies and procedures. When your application form is received, we create a computer record in your name, which contains much of the personal information you have supplied on our application form. This personal record is used solely in processing your candidature. You are entitled to obtain at any time, a copy of information about you, which is kept on record. Sharing of Information Outside of the HR recruitment team, the information provided in your application form will only be shared for progressing the competition for which you have applied for, with a designated shortlisting and/or interview board. If, following the competition, you are deemed a qualified candidate and offered a position, the information provided in your application form will form part of your Personnel File. Furthermore, should you be offered a position and subsequently confirm your interest in the position, the information provided on your application form will be used to request service record and employment references. Storage Period Your application will be retained for two years from the date of the competition. Applications that are not progressed to interview stage will be destroyed. NOTES: Applicants are reminded that any attempt by themselves or by any persons acting on their behalf directly or indirectly by means of written communication or otherwise to canvass or otherwise influence in the applicants favour any employee of the County Council or persons nominated by the Chief Executive to interview or examine applicants, will automatically disqualify the applicant for the position they are seeking.

12 days agoFull-time

ESB Networks Electrical Apprenticeship 2024

ESBNationwide

ESB is a purpose led company striving to create a brighter future for the customers and communities we serve, leading the transition to reliable, affordable, low-carbon energy. Today, we operate one of the most progressive electricity systems in the world, with activities spanning electricity generation, transmission, distribution and supply in Ireland, Northern Ireland and Great Britain, and an international energy consulting business. With almost 8,000 employees we invested €1bn in infrastructure last year, contributed over €2bn to the economies we operate in and distributed over €2m across a range of community initiatives. This requires us to bring the best of our capabilities together to deliver innovative and value-driven solutions that enable our customers to live low-carbon lives. ESB strives to foster an effective and inclusive culture where people engage, challenge and feel connected to our purpose, colleagues, customers and community. ESB Networks Electrical Apprenticeship 2024 *If you have not obtained the required grade in any of the above Science subjects, the following is acceptable at Leaving Certificate Level (Grade D /O6 or higher at Ordinary Level) : Art, Construction Studies, Design and Communication, Graphics, Engineering, Home Economics, Technical Drawing and Technology.

13 days agoFull-timeApprenticeship

Dog Warden

Mayo County CouncilMayo€768.43 - €834.02 per week

1.               CHARACTER: Candidates shall be of good character. 2.               HEALTH: Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. 3.               EDUCATION, TRAINING, EXPERIENCE, ETC: Each Candidate must, on the latest date for receipt of completed application forms: (a)              Have a good standard of education. (b)             Have experience of working with community/voluntary/disadvantaged groups. (c)              Have strong IT skills. Requirement Candidates must hold a current Class B Driving Licence (free from endorsement). 1. POSITION: A panel will be formed from qualified candidates from which permanent and temporary appointments may be made. The role may involve flexible working hours and may include evening and weekend work. 2. WAGES: The salary shall be fully inclusive and shall be as determined from time to time. The holder of the position shall pay to the Local Authority any fees or other monies (other than inclusive salary) payable to or received by such holder by virtue of the position or in respect of services, which are required by or under any enactment to perform.  RANGE: €768.43 - €834.02 The starting pay for new entrants will be at the minimum of the scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. 3. DUTIES:  The duties of the employment are to give to: Mayo County Council under the control of the Chief Executive or his nominee and to any other local authority or body with which an agreement has been made by the local authority, under the general direction and control of the  Chief Executive or of such other employee as the Chief Executive may from time to time determine, such appropriate  services of an administrative, technical, supervisory or management nature as may be required by any local authority or body hereinbefore mentioned in the exercise and performance of any of its powers, functions and duties, and to exercise such powers, functions and duties as may be delegated to him or her by the Chief Executive from time to time including the duty of servicing all committees that may be established by any such local authority or body.  The holder of the employment will, if required, act for an employee of a higher level, if qualified to do so. Dog Warden duties include but are not limited to the following: a)      Carry out house to house checks for dog licences. b)     Issue fines where necessary. c)      Prepare any necessary reports or evidence, attend court, and give evidence. d)     Deal with queries and complaints from the public etc. e)     Investigate complaints from the public and the Gardaí in relation to dogs. f)       Work in close co-operation with Gardai, Mayo County Council’s Housing Depts and other agencies in relation to matters pertaining to control of dogs. g)      Seize stray dogs. h)     Investigate complaints regarding stray horses and assist in the implementation of the Control of Horses Acts. i)       Assisting Vet at Dog Pound as requested. j)       Assist with/carry out the inspection of Dog Breeding Establishments and report on same. k)      Promote microchipping regulations . l)       Subject to direction, when requested, issue media publicity in relation to dogs and assist in the implementation of relevant educational programmes. m)    Abide by the Council’s financial procedure as instructed. n)     The Dog Warden shall be available for emergencies which may arise outside normal working hours. o)     Legislation - The Dog Warden is required to abide by the Council’s obligations under the following Data Protection Acts 1988, 2018 and Data Protection (Amendment) Act 2003; the Freedom of Information Act 1997 and Freedom of Information (Amendment) Acts. p)     Other duties under the Control of Dogs Act 1986, Dog Breeding Establishment Act 2010, amendments, regulations and other relevant legislation that may pertain to the Dog Warden. q)     The Dog Warden shall perform such other duties as may be assigned from time to time. The above 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. COMPETENCIES: Candidates for the post must demonstrate that they have competency and skills in the following areas. Application forms should include two practical examples which demonstrates these competencies. Interviews will be competency based and marks will be awarded under these skills sets. ·        Delivering Results ·        Performance Through People ·       Personal Effectiveness Delivering Results ·        Plan and prioritise work and resources effectively. ·        Establish high quality service and customer care standards. ·        Make timely, informed, and effective decisions and show good judgement and balance in making decisions or recommendations. ·       Critically evaluates outcomes and processes used to achieve them. Performance Through People ·        Delivering a message in a clear and coherent fashion. ·        Ability to keep calm under pressure. ·        Portraying a positive customer service ethos at all times. ·        Establishing and maintaining productive working relationships with key internal and external stakeholders. ·        Communicating effectively both verbally and in writing at all times Personal Effectiveness ·        Demonstrate self-motivation and maintain a positive constructive and enthusiastic attitude to their role. ·        Manage time and workload effectively and operate in an environment with significant complexity and pace. ·        Set challenging standards and achieve high quality outcomes. Candidates will also be assessed at interview on the basis of how they demonstrate their Specialist Knowledge, Expertise and Self Development Specialist Knowledge, Expertise and Self Development ·        Understanding of the role of Dog Warden. ·        Relevant experience to date. ·        Knowledge and awareness of key topical and priority issues. ·        Understanding of political reality / context of issues. ·        Understanding compliance standards, policies, procedures, and legislation. ·       A clear understanding of Health and Safety Policy and Procedures. RESIDENCE: Holders of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof. ANNUAL LEAVE: Annual leave entitlement is 27 days per year. TRAVEL: Mayo County Council reserves the right to provide a vehicle to enable you to carry out your duties. The provision of a vehicle will be at the discretion of the Chief Executive. SHORTLISTING : Normally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While candidates may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, Mayo County Council may decide that a number only will be called to interview. A shortlisting process will apply whereby a group of applicants will be selected for interview who, based on an examination of the documents provided by each applicant, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or have more relevant experience. In the event of a shortlisting exercise being employed, The shortlisting process can take the form of:- Shortlisting of candidates on the basis of information contained in their application form (It is therefore in the interests of each candidate to provide a detailed and accurate account of his/her qualifications/ experience on the application form). Other written, oral or practical tests appropriate to the position. Preliminary interviews to reduce the number of candidates to a more manageable number for the final Interview Board or Preliminary interviews to determine qualified candidates, after which a selected number of the qualified candidates are called back for final interview. APPOINTMENT: Candidates whose names are on a panel and who satisfy the Local Authority that they possess the qualifications declared for the position and that they are otherwise suitable for employment may within the life of the panel be employed as relevant vacancies arise. The life of the panel will be one year from the date of its establishment. The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and if he/she fails to take up the appointment within such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her. REFERENCES/DOCUMENTARY EVIDENCE: Each candidate will be required to submit as references the names and addresses of two responsible persons to whom they are well known but not related. Candidates will be required to submit documentary evidence to the Local Authority in support of their application. SUPERANNUATION: As an employee of Mayo County Council, you will be assessed in terms of which Pension Scheme is applicable to you. You will become a member and contribute to the relevant scheme as outlined below: 1)     Persons who become pensionable employees of a local authority under the Single Public Service Pension Scheme will be required in respect of their superannuation to contribute 3.5% of net pensionable remuneration and 3% of pensionable remuneration. 2)     Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of State Pension Contributory payable at the maximum rate to a person with no adult dependant or qualified children). 3)     Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 and who are liable to pay class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the local authority at the rate of 5% of their pensionable remuneration. Persons who become pensionable employees of a local authority under the Local Government (superannuation) (consolidation) scheme, 1998 may be required to contribute to the Dependants Pension Scheme. In order, to qualify for a pension, they must have served a minimum of two years (24 months) employment in an approved public body. RETIREMENT AGE: CLASS A PRSI Public Service Pensions (Single Scheme and Other Provisions) Act 2012: The compulsory retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and Other Provisions) Act 2012 is 70 years. Minimum pension age of 66 years, in line with State Pension age. Public Service Superannuation (Miscellaneous Provisions) Act, 2004: There is no mandatory retirement age for ‘New Entrants’ (from 1st April, 2004 and before January 2013) to the Public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act, 2004. The minimum age at which a person may retire is 65. As a ‘New Entrant’ to the public service, under the terms of this legislation, new entrants will not be required to retire on grounds of age. Anyone who is not a New Entrant to the public service, as defined in the Public Service Superannuation (miscellaneous provisions) Act 2004, who has joined before 1st April 2004, is subject to a compulsory retirement age of 70 as per CLS2/2019 but can retire from 60 years of age. CLASS D PRSI Minimum retirement age will be 60 years with compulsory retirement age of 70 years. BASE: Assignment of base shall be at the absolute discretion of Mayo County Council. REQUIREMENT TO DRIVE Candidates shall be required to possess a full current category B Driving Licence without any endorsements. UNIFORM As a condition of employment, the holder of the post will be required, at all times when on duty, to wear such uniform and/or items of personal protective equipment as are specified from time to time by Mayo County Council. 16. PROBATION : Where a person who is not already a permanent employee of a Local Authority is employed, the following provisions shall apply: (a)              There shall be a period after such employment takes effect during which such person shall hold such position on probation. (b)             Such period shall be for six months, but the Chief Executive may at his or her discretion extend such period. (c)              Such person will cease to hold such position at the end of the period of probation unless during such period the Chief Executive has certified that the service of such person is satisfactory. (d)             The period at (a) above may be terminated on giving one weeks’ notice as per the Minimum Notice and Terms of Employment Acts. (e)              There may be assessment(s) during the probationary period.

13 days agoFull-time

CHW Audiologist, Senior

Community Healthcare WestCastlebar, Mayo

Audiologist, Senior Job Specification & Terms and Conditions Job Title and Grade Audiologist, Senior (Grade Code: 384Y) Remuneration The Salary scale for the post is as at 01/10/2023: €49,881-€51,779-€53,016-€54,433-€55,883-€57,369 Campaign Reference CHW013-ASCHW-2024 Closing Date Monday 25th March 2024 at 12 noon. Proposed Interview Date (s) As soon as possible after closing date Taking up Appointment A start date will be indicated at job offer stage. Location of Post There is currently one permanent whole-time vacancy available in Community Healthcare West. A panel may be formed as a result of this campaign for Senior Audiologist from which current and future, permanent and specified purpose vacancies of full or part-time duration may be filled. Informal Enquiries Name: Shaleena D’Souza - Gill, ANCLA & Audiology Manager, Audiology Department, St. Mary’s Headquarters, Castlebar, Co. Mayo E-Mail: shaleena.dsouza1@hse.ie Telephone : 087 4322542 Details of Service The service provides comprehensive Audiological assessments and (re)habiltative services for a diverse client group ranging from newborns through to the elderly. The post holder will have a particular role in provision of Paediatric audiology in Mayo, but will be expected to provide expertise at outreach clinics at Galway and Roscommon to support Paediatric Audiology Service at least twice a week. Though mainly Paediatric based, the Caseload will also include Adult clinics to help clinicians keep up with adult testing/rehabilitation competencies. Audiology services in Ireland continue to be reconfigured and developed following the HSE National Audiology Review Group Report (2011), a copy of this report can be accessed at: https://www.hse.ie/eng/services/publications/corporate/AudiologyReview.pdf The Audiology Clinical Leads provide leadership and clinical governance within the HSE Community Audiology services. The service provides comprehensive Audiological assessments and (re)habiltative services for a diverse client group ranging from newborns through to the elderly. The development of an integrated audiology service across acute and community services, with efficient and client centred and effective care pathways remains a key service objective. The team across CHO 2 included ANCLA, Chief Audiologists, Senior and Staff Grade Audiologists, Audiology Assistants and Admin staff. Reporting Relationship The Senior Audiologist will report to the Relevant Clinical Manager, Clinical Specialist Audiologist (CSA), ANCLA or Chief Audiologist as appropriate to the audiology service team structure/ size. Key Working Relationships The post holder will have interactions and form and maintain relationships with the Audiology team, Trainee/Student Audiologists, ENT Staff, GPs, Children and Family Services, Deaf Hear, Public Health Nursing, speech and Language Therapists, Paediatricians, other health care professionals Purpose of the Post To provide a quality audiological service, with clinical responsibility for performing and interpreting, a comprehensive range of audiological diagnostic and rehabilitative procedures with a high degree of autonomy predominantly for children but also for adults. The Senior Audiologist, as part of an integrated team, undertakes complex scientific and clinical roles; analyses, interprets and compares investigative and clinical options and makes clinical judgments, involving facts or situations which impact on patients. Provide clinical support and leadership in the day-to-day running of the service by supporting and supervising staff, prioritising and allocating work and promoting positive staff morale. The senior Audiologist may be asked to undertake non clinical quality assurance or clinical service initiatives from time to time with the support of the chief audiologist/ANCLA Work with relevant stakeholders, especially the Assistant National Clinical Lead for Audiology, to implement the recommendations of the National Audiology Review Group (NARG) Report (April 2011). A copy of the report can be accessed at: http://www.hse.ie/eng/services/publications/corporate Principal Duties and Responsibilities The Audiologist, Senior will: Clinical / Professional · Participate in and lead teams as appropriate, communicating and working in collaboration with the service user and other team members as part of an integrated package of care. · Arrange and carry out assessment and treatment / intervention programmes in appropriate settings (e.g. clinic, home, school, day centre) in line with local policy / guidelines. · Attend clinics and participate in relevant meetings, case conferences as appropriate. · Be responsible and accountable for provision of comprehensive audio (and where appropriate vestibular) diagnostic assessments, diagnosis, planning, implementation and evaluation of (re)habilitative treatment / intervention programmes for service users according to national or where appropriate international standards. · Interpret clinical findings following the full range of audiological assessments of complex adult and paediatric cases and make clinical management decisions. · Communicate results of assessments and recommendations to the service user and relevant others as appropriate. · Collaborate with the service user and relevant others in goal setting and treatment / intervention planning. · Develop and assist in the delivery of Individual Management Plans (IMPs) for adults and children providing guidance and advice. Monitor IMPs and review the need for further intervention as appropriate. · Refer patients onto other health care professionals as appropriate. · Document all assessments, diagnoses, treatment / intervention plans, clinical notes, relevant contacts and summaries in accordance with department and professional standards. · Ensure that equipment and facilities used for clinical testing are in good working order, that equipment is calibrated at appropriate intervals and that hygiene and infection control procedures are completed. · Seek advice and assistance from the Clinical Manager, Clinical Specialist Audiologist (CSA) or Assistant National Clinical Lead for Audiology (ANCLA) with any assigned cases or issues that prove to be beyond the scope of their professional competence in line with principles of best practice and clinical governance. · Contribute to the development, planning and implementation of research / processes to audit and evaluate the effectiveness of audiology services and take responsibility to ensure that the service is reviewed according to best practice, recording and reporting on data as required locally or nationally. · Contribute to the introduction and evaluation of new techniques, methods and equipment and the development of local tools for audit and patient satisfaction measurement. · Ensure that clinical and professional standards, including confidentiality, ethics and legislation are maintained at all times and local and national guidelines implemented. · Develop professional standards in line with changing practices. · Represent the audiology service and its users in accordance with the management systems within the relevant HSE Health Region. Education & Training · Participate in mandatory and recommended training programmes in accordance with departmental / organisational guidelines. · Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. · Participate in own supervision with Clinical Manager, CSA or ANCLA. · Identify and manage the training needs of staff under their supervision in relation to audiology developments. · Actively engage in and promote continuous professional education and development, promoting and engaging in the teaching / training / support of others as appropriate. · Manage, participate and play a key role in the practice education of student audiologists / trainees. Quality, Risk Management, Health & Safety · Work in a safe manner with due care and attention to the safety of self and others. · Implement agreed policies, procedures and safe professional practice by adhering to relevant legislation, regulations and standards. · In conjunction with the Assistant National Clinical Lead for Audiology (ANCLA) and operational manager, contribute to the development and implementation of local procedures, policies and guidelines while adhering to existing national standards and protocols. · Adequately identify, assess, manage and monitor risk within their area of responsibility. · Document appropriately and report any near misses, hazards and accidents and bring them to the attention of the relevant person(s). · 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. · To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service. Management / Administrative Duties · Manage and administer the resources available to the service in the most efficient and effective manner possible, and report on the usage of same. · Contribute to the development of patient focused services. · Provide information on future predictive service requirements as per local / HSE Health Region populations. · Participate in regular updates and staff meetings for staff. · Maintain accurate patient records and data on patient management systems in accordance with audiology service protocols, clinical governance, organisational requirements, GDPR and the Freedom of Information Act. Render reports and other information / statistics as required. · Ensure that all procedures used in the service are adequately documented and that this documentation is kept up to date. · Carry out administrative duties relating to patient reception, correspondence, scheduling of appointments, posting and receipt of hearing aids, telephone queries and liaising with patients and caregivers, triaging queries from professionals and general administrative support in domiciliary service. · Ensure stock levels are adequate and managed appropriately within the confines of budget requirements. Plan equipment asset lists and capital replacement. · Use the electronic patient management system to keep track of stock levels and items of stock provided to patients. Prepare and restock treatment rooms. · Contribute to advances in the use of technology and assist in the implementation and operation of these changes. · Serve as a member of any consultative groups, as assigned. · Engage proactively in the continual improvement process. · Keep up to date with developments within the organisation and the Irish Health Service. 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 them from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience Candidates must have at the latest date of application: 1. Statutory Registration, Professional Qualification, Experience etc. (A) (i) Hold the two year full time M.Sc in Audiology awarded by the National University of Ireland, University College Cork at Level 9 on the Quality and Qualifications of Ireland (Q!QI) framework, which included a licence to practice clinical Audiology in Ireland. OR (ii) Hold an equivalent qualification in Audiology awarded in another jurisdiction validated by the Department of Health (an Roinn Slainte) (see Note 1* below) OR (B) Hold the BSC (Hons) in Audiology awarded by Athlone Institute of Technology awarded in 2016 only, at Level 8 on the Quality and Qualifications of Ireland (QQI) framework. OR (C) Candidates currently working as an Audiologist or Audiological Scientist within the Irish Health System must hold: (a) a qualification equivalent to (A) above OR (b) The British Association of Audiologists Examinations Parts 1& 2 (or its predecessor) OR (c) A qualification equivalent to ( C ) , (a), (b) AND (D) Candidates must provide evidence of audiological competence relevant to the scope of practice required for the role (see Note 2* below) AND (E) Candidates who did not complete the required studies through the medium of English must demonstrate their proficiency in the English language through the submission of certification from the International English Language Testing System [IE TS}. An overall score of 7.00 is required with a minimum of Reading 6.5, Writing 7, Listening 6.5, and Speaking 7 AND (F) Candidates must have 3 years full time post qualification experience (or an aggregate of 3 years full time) post qualification experience. AND (G) Candidates must have evidence of research and/or development activity AND (H) Candidates must possess the requisite Audiological competency, professional knowledge experience and ability (including a high standard of suitability and administrative ability) for the proper discharge of the duties of the office. *Note 1 In addition to this requirement, documentation should be provided to indicate that the qualification entitles the candidate to practice as an audiologist in the country where they qualified *Note 2 Certified evidence of clinical competency may take the form of formal certification (e.g. CC, CAC etc.) or formal written statements from reliable clinical or academic sources confirming competence in one or more areas of practice 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 such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character. Post specific Requirements Demonstrate depth and breadth of experience in the area of audiology as relevant to the role which must include: · Proficiency with infant VRA assessment and Paediatric Assessments · Experience with paediatric digital hearing aids, hearing aids, evidence based prescription · Proficient with Auditory Evoked Potentials including their use for threshold assessment in babies Other requirements specific to the post · Access to appropriate transport to fulfil the requirements of the role: · Cover clinic rotas for outreach clinics as the need demands (at least twice per week) · Cover home visits for adult clients that may not be in a position to attend clinic locations due to medical conditions Skills, competencies and/or knowledge The Audiologist, Senior will: Professional Knowledge and Experience · Demonstrate sufficient theoretical, practical, and clinical knowledge to carry out the duties and responsibilities of the role and to develop, maintain, monitor and evaluate new and emerging trends. · An ability to apply knowledge to evidence based practice. · Demonstrate up-to-date knowledge of best practice in delivering a quality audiology service. · Demonstrate commitment to continuous professional development. · Demonstrate evidence of computer skills and a willingness to develop IT skills relevant to the role. Planning & Managing Resources · Demonstrates the ability to effectively plan and manage resources, ensuring value for money and maximum benefit for the organisation. · Demonstrate the ability to plan and deliver care in an effective and resourceful manner within a model of person-centred care. · Demonstrates the ability to effectively manage large workloads, monitoring progress to ensure deadlines are met and reprioritising as required. · Provides a flexible service, is adaptable & works well under pressure. Managing and Developing (Self and Others) · Demonstrate ability to work independently as well as part of a team. · Demonstrate leadership and management ability including the ability to manage a team and facilitate staff development by providing support such as supervising, mentoring, coaching and formal development planning. · Adapts management style to suit the demands of the situation and the people involved. Commitment to providing a Quality Service · Demonstrate a commitment to providing a high-quality service in line with best practice, · Display awareness and appreciation of the service user and the ability to empathise with and treat others with dignity and respect. · Demonstrate motivation, initiative and an innovative approach to job and service developments, is flexible and open to change. Evaluating Information and Judging Situations · Demonstrate sound clinical and professional judgement consistent with accepted models of audiology practice. · Demonstrate the ability to evaluate information, solve problems and make effective decisions especially regarding service user care. · Communicate decisions comprehensively and ensures that the relevant people understand how to implement them. · Demonstrate ability to maintain self-control in difficult and challenging situations. Communication and Interpersonal Skills · Display effective communication skills including the ability to present information in a clear and concise manner. · Strong interpersonal skills; building and maintaining relationships and understanding and valuing individuals and their respective professional roles. · Demonstrates sensitivity, diplomacy and tact when dealing with others · Demonstrates strong negotiation skills, remains firm but flexible when putting forward a point of view. Campaign Specific Selection Process Ranking/Shortlisting / Interview A ranking and or shortlisting exercise may be carried out on the basis of 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 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 in ‘bands’ depending on the service needs of the organisation. Diversity, Equality and Inclusion The HSE is an equal opportunities employer. Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately this will result in improved service user and employee experience. The HSE is committed to creating a positive working environment whereby all employees inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation are respected, valued and can reach their full potential. The HSE aims to achieve this through development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long term health condition. For further information on the HSE commitment to Diversity, Equality and Inclusion, please visit the Diversity, Equality and Inclusion web page at https://www.hse.ie/eng/staff/resources/diversity/ 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 CPSA is responsible for establishing the principles that should be followed when making an appointment. These are set out in the CPSA Code of Practice. The Code outlines the standards that should be adhered to at each stage of the selection process and sets out the review and appeal mechanisms open to candidates should they be unhappy with a selection process. The CPSA Code of Practice can be accessed via 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. Audiologist, Senior Terms and Conditions of Employment 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 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 the post is as at 01/10/2023: €49,881-€51,779-€53,016-€54,433-€55,883-€57,369 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. 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 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 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 of Children Guidance and Legislation The welfare and protection of children is the responsibility of all HSE staff. You must be aware of and understand your specific responsibilities under the Children First Act 2015, the Protections for Persons Reporting Child Abuse Act 1998 in accordance with Section 2, Children First National Guidance and other relevant child safeguarding legislation and policies. Some staff have additional responsibilities such as Line Managers, Designated Officers and Mandated Persons. You should check if you are a Designated Officer and / or a Mandated Person and be familiar with the related roles and legal responsibilities. For further information, guidance and resources please visit: HSE Children First webpage . 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. [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

14 days agoFull-timePart-time

CHW Assistant Director Of Nursing, Older Persons Service

Community Healthcare WestBallina, Mayo

Assistant Director of Nursing, Older Persons Service, Community Healthcare West Job Specification & Terms and Conditions Job Title, Grade and Grade Code Assistant Director of Nursing, Older Persons Service, Community Healthcare West (Grade Code 2911) Remuneration The salary scale for the post is: 63,110 64,455 65,823 69,438 70,924 72,294 73,677 75,570 (01/10/2023) Salary Scales are updated periodically and the most up to date versions can be found here: https://healthservice.hse.ie/staff/benefits-services/pay/pay-scales.html Campaign Reference CHW012-ADONOPS-2024 Closing Date Tuesday 19th March 2024 at 12 noon Proposed Interview Date (s) It is proposed to hold interviews the week of 15/04/2024 Taking up Appointment A start date will be indicated at job offer stage. Location of Post There is currently one vacancy within Older Persons services Community Healthcare West. A panel may be formed as a result of this campaign for Assistant Director of Nursing, Community Healthcare West Older Persons Services from which current and future, permanent and specified purpose vacancies for the post of Ass Director or Nursing, may be filled. Informal Enquiries Helen Walsh, A/Director of Nursing, Sacred Heart Hospital, Castlebar, Co Mayo Tele: 094 9051702 Mobile: 087 7586274 Email: helen.walsp@hse.ie Details of Service Older People Services are expanding in order to meet the needs of our aging population. We are committed to providing progressive high standards of care to clients with a wide range of simple to complex palliative, acute or long term care needs. In addition to our Older Person clients, many of our facilities also provide care to younger people living with chronic conditions. These services allow extensive opportunities to fully engage in the delivery of holistic quality care, working with many other health care professionals such as GPs, Nurses, Occupational Therapists, Physiotherapists, Speech and Language Therapists, Dieticians, Health Care Assistants and QRPS Teams to ensure the best outcomes for service users and residents. Ballina District Hospital is a 48 bed hospital that provides step down facilities for patients discharged from acute services, primarily Saolta University Health Care Group hospitals who require a further period of rehabilitation or convalescence before being discharged home or being identified as requiring a Long Stay Bed in a Community Nursing Unit. Ballina District also receives direct admissions from G.P.’s for respite and palliative care. Out-Patient Clinics are provided such as Surgical, Medical, Paediatric and Orthopaedic by visiting Consultants from Mayo University Hospital. There is an X-Ray department on site, providing a Mon-Friday service. The multi-disciplinary team comprises of Medical Officers, Nursing, Physiotherapy & Occupational Therapy team members. The addition of a Social Worker, Senior Medical will further enhance the service to the patients at Ballina District Hospital. Reporting Relationship The Post Holder will: Report to and be accountable to the Director of Nursing Key Working Relationships · Director of Nursing · Integrated Discharge Planners, CHW & acute services · Service users (patients), their family member’s and\or advocates. · Multi-disciplinary team within the hospital, medical officers, nursing team, physiotherapists & occupational therapist. · The wider Older Person Service of Community Healthcare West including, but not exclusively the OPS Managers, General Manager & Head of Service. · Acute Hospital Services, primarily Saolta University Healthcare · Community partners as appropriate to enable smooth transition of care to home\Long term residential care facilities. · ICPOP Team. · ECC Network Teams. · Public health nursing & Home Support Services · Mayo\Roscommon CNME Purpose of the Post To provide professional / clinical leadership in the designated area(s) of responsibility. To oversee the management of resources including staffing and staff development to ensure the regulations and HIQA standards are implemented and complied with. To facilitate across the healthcare teams. Principal Duties and Responsibilities The Asst. Director of Nursing (Older Persons) will: Management\Leadership · Work collaboratively with internal and external stakeholders, who have responsibility to drive processes essential to timely discharge such as a plan for every patient, discharge planning, predicted date of discharge; criteria led discharge. · Provide leadership and be accountable and responsible to further develop governance structures and within those have the authority to assess, plan, action, improve and review care patient flow. · Ensure that critical human and material resources are allocated in an effective way, monitoring activity levels and intervening to align resources and maximise efficiencies · Create capacity within the service at Sacred Heart Hospital to engage fully with reforms required to implement Slaintecare · Support implementation of the Framework for the development of a National Operating Model for Public Community Based Residential Care · Enhanced management of patient flow through Sacred Heart Hospital, both from acute hospitals and onwards to home\other facilities, in line with The Urgent & Emergency Care (UEC) Framework. · Engage and influence the performance of the hospital patient flow pathways and support systems to facilitate optimum efficiency and effectiveness and safe, responsive high quality patient services · Deputise for the DON · Exercise authority and co-ordinate the functions of the assigned area(s). · Provide support, advice and direction to staff as required. · Engage with the wider healthcare team and facilitate team building. · Facilitate communication at ward and departmental level and within the senior nurse/midwife 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 / external bodies as appropriate e.g., intra-hospital service, the community, voluntary organisations. · Contribute to the strategic management and planning process. · Formulate service plans and budgets in co-operation with the wider healthcare team. · Lead on practice development within the clinical area. · Manage resources, including staff, efficiently and effectively to ensure the highest standards of service. · Manage and evaluate the implementation of the service plan and budget. · Provide reports on activity and services as required. · Develop and manage departmental and nursing policy with a particular emphasis on change management. Monitor as appropriate and lead on proactive improvement. · Ensure compliance with legal requirements, policies and procedures affecting service users, staff and other hospital matters. · Actively participate in the Nursing Management structure by ‘acting up’ when required. · Engage in IT developments as they apply to service user and service administration. Professional / Clinical · Provide a high level of professional and clinical leadership. · Provide safe, comprehensive nursing care to service users within the guidelines laid out by the Nursing & Midwifery Board of Ireland. · The Manager will practice nursing according to: o Professional Clinical Guidelines o National and Area Health Service Executive (HSE) guidelines. o Local policies, protocols and guidelines o Current legislation · Manage, monitor and evaluate professional and clinical standards ensuring an evidence based, care planning approach. · Manage own caseload in accordance with the needs of the post. · Participate in teams as appropriate, communicating and working in co-operation with other team members. · Facilitate co-ordination, co-operation and liaison across healthcare teams and programmes. · Collaborate with service users, family, carers and other staff in treatment / care planning and in the provision of support and advice. · Communicate results of assessments, treatment / care programmes and recommendations to the team and relevant others in accordance with service policy / as required. · Formulate, manage and implement best practice policies and procedures. · Ensure that service users and others are treated with dignity and respect. · Ensure the maintenance of nursing records in accordance with local service and professional standards. · Adhere to and contribute to the development and maintenance of nursing standards, protocols and guidelines consistent with the highest standards of patient care. · Evaluate and manage the implementation of best practice policy and procedures e.g., admission and discharge procedures, control and usage of stocks and equipment, grievance and disciplinary procedures. · Maintain professional standards in relation to confidentiality, ethics and legislation. · In consultation with other disciplines, implement and assess quality management programmes as appropriate. · Participate in clinical audit as required and ensure that clinical audits are performed in his/her area(s) of responsibility · Initiate and participate in research studies as appropriate. · Devise and implement Health Promotion Programmes for service users as relevant to the post. · Operate within the Scope of Practice - seek advice and assistance from his / her manager with any cases or issues that prove to be beyond the scope of his / her professional competence in line with principles of best practice and clinical governance. · Ensure staff work in compliance with the Scope of Practice. Health & Safety · Ensure that effective safety procedures are developed and managed to comply with statutory obligations, in conjunction with relevant staff e.g., health and safety procedures, emergency procedures. · Take appropriate action on any matter identified as being detrimental to staff and/or service user care or wellbeing / may be inhibiting the efficient provision of care. · 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 / near miss forms. · Maintain a feedback mechanism with the clinical risk manager and report to senior management team where appropriate. · Ensure adherence to department policies in relation to the care and safety of any equipment supplied for the fulfilment of duty. Ensure advice of relevant stakeholders is sought prior to procurement e.g., CNS infection control, Occupational Therapist. · 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. Education and Training · 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 management, education and practice and attend staff study days as considered appropriate. · Provide support advice to those engaging in continuous professional development in his / her area of responsibility. · Be familiar with the curriculum training programme for student nurses and be aware of the clinical experience required to meet the needs of the programme. · Participate in the identification, development and delivery of induction, education, training and development programmes for nursing and non-nursing staff. · Provide support supervision and professional development of appropriate staff. · Engage in performance review processes including personal development planning e.g., by setting own and staff objectives and providing and receiving feedback. 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. Eligibility Criteria Qualifications and/ or experience 1. Professional Qualifications, Experience, etc (see Note 1*). (a) Eligible applicants will be those who on the closing date for the competition: (i) Are registered, or are eligible for registration, in the General Nurse Division of the Register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland [NMBI] (Bord Altranais agus Cnáimhseachais na hÉireann). AND (ii) Have 7 years post registration nursing experience consisting of at least three years’ experience nursing older people in the last six years and 3 years nursing management experience AND (iii) Are educated to Level 8 on the National Framework of Qualifications (NFQ) maintained by Quality & Qualifications of Ireland (QQI) in nursing or related field. AND (iv) A post registration management qualification in health or a related field. AND (b) Applicants must possess the requisite clinical, leadership, managerial and administrative knowledge and ability for the proper discharge of the duties of the office. 2. Annual registration (i) Practitioners must maintain live annual registration on the General Nurse Division of the Register of Nurses & Midwives maintained by Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann). AND (ii) Practitioners must 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. Note 1*: As per S.I. 415 of 2013, Part 3, 14 (1) which came into effect on 1st July 2017 S.I. 415 of 2013, Part 3, section 14 PART 3 Staff 1. Persons in charge 14. (1) There shall be a person in charge of a designated centre. (2) The person in charge may be the registered provider where the registered provider concerned is a registered medical practitioner— (a) who is solely employed in carrying on the business of the designated centre concerned, and (b) has not less than 3 years’ experience of carrying on the business of a nursing home under the Health Act 2007 . (3) Where the registered provider is not the person in charge, the person in charge shall be a registered nurse with not less than 3 years’ experience of nursing older persons within the previous 6 years. (4) The person in charge may be a person in charge of more than one designated centre if the Chief Inspector is satisfied that he or she is engaged in the effective governance, operational management and administration of the designated centres concerned. (5) Where the registered provider is not the person in charge, he or she shall ensure that the documents specified in Schedule 2 are provided by the person concerned. (6) A person who is employed to be a person in charge on or after the day which is 3 years after the day on which these Regulations come into operation shall have— (a) not less than 3 years’ experience in a management capacity in the health and social care area, and (b) a post registration management qualification in health or a related field. (7) Where the Chief Inspector is satisfied that no resident of the designated centre concerned has been assessed as requiring full time nursing care, paragraphs (3) and (6) do not apply to the person in charge of that centre. Post Specific Requirements · Demonstrate depth and breadth of nursing experience in Older Persons care, as relevant to the role. · Demonstrate depth & breadth of experience & understanding of patient flow & integrated discharge planning in a Multidisciplinary environment. Other requirements specific to the post Access to appropriate transport to fulfil the requirements of the role Skills, competencies and/or knowledge Assistant Directors of Nursing must demonstrate: Knowledge / Experience Relevant to the Role · The clinical knowledge, management and administrative capacity to discharge the functions of the post · The knowledge, abilities and technical skills required to oversee the provision of a safe, efficient and effective service · Sound clinical and professional judgement · A high degree of commitment, professionalism and dedication to the philosophy of quality health care provision · A commitment to keeping up to date on quality, safety and clinical governance systems, and professional developments in nursing and midwifery. · Self-awareness, a commitment to continuous professional development and research, a willingness to both teach and learn. · A willingness to engage with and develop IT skills relevant to the role. Empowering and enabling leadership style · Shape and direct a culture of clinical excellence · Use a consultative approach, be approachable and keep channels of communication open · Use a democratic style and encourage staff to make decisions about their environment. Delegate effectively. · Work to create a team ethos and collaboration across services at front-line · Encourage synergies and sharing of ideas and learning from projects · Lead enthusiastically on change – influences staff positively and gets ‘buy-in’ · Demonstrate flexibility and openness to change and ability to lead and support others in a changing environment. Setting and monitoring performance standards · Demonstrate understanding of, and commitment to, the underpinning requirements and key processes in providing quality patient centred care. · Demonstrate an ability to monitor and evaluate service performance and levels of care. · Intervene decisively where service levels or quality are below standard and establishes remedial process · Be assertive in addressing staff performance issues, intervening in a timely and positive way · Coach and mentor staff to improve their performance · Encourage staff development and sharing of best practice, linking staff development and training to the priority service needs. · Adequately identify, manage and report on risk within area of responsibility. Proactive approach to planning · Sense and keep an ear to the ground on corporate / regional agenda, leading on translating the agenda into practical service planning · Look ahead and forward plan for service developments, anticipate trends and identify opportunities · Show awareness of service needs, able to analyse and assess current systems and demand levels to develop best system / service response, based on needs · Collaborate with other disciplines and agencies in the development of service plans · Ensure that the learning from new service models and practices influence service planning Effective co-ordination of resources · Show system understanding and the ability to balance multiple resourcing issues · Consistently achieve efficiencies in resource usage by intelligent deployment, adjustments and monitoring · Plan, organise and deliver services in an efficient, effective and resourceful manner, within a model of patient centred care and value for money. · Can skilfully deploy and adjust human resources to meet changes, demands and contingencies · Manage deadlines and effectively handle multiple tasks. · Implement effective monitoring systems for all key resource deployments. · Effectively evaluate data and other information sources to inform decisions and solve problems. Communication & Interpersonal Skills · Demonstrate effective communication skills including the ability to present information in a clear and concise manner (verbal & written) · Able to use a high level of communication skills to convince or argue the needs of staff and of the service · Demonstrate effective interpersonal skills including the ability to engage collaboratively with stakeholders; give constructive feedback. · Anticipates objections and prepares ground, gets into consultation early · Shows a balanced approach in disputes and listens to all sides, is open minded · Retains composure under pressure and stays calm, is assertive but not aggressive Campaign Specific Selection Process Ranking/Shortlisting / Interview A ranking and or shortlisting exercise may be carried out on the basis of 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 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 in ‘bands’ depending on the service needs of the organisation. Diversity, Equality and Inclusion The HSE is an equal opportunities employer. Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately, this will result in improved service user and employee experience. The HSE is committed to creating a positive working environment whereby all employees inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation are respected, valued and can reach their full potential. The HSE aims to achieve this through development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long term health condition. For further information on the HSE commitment to Diversity, Equality and Inclusion, please visit the Diversity, Equality and Inclusion web page at https://www.hse.ie/eng/staff/resources/diversity/ 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 CPSA is responsible for establishing the principles that should be followed when making an appointment. These are set out in the CPSA Code of Practice. The Code outlines the standards that should be adhered to at each stage of the selection process and sets out the review and appeal mechanisms open to candidates should they be unhappy with a selection process. The CPSA Code of Practice can be accessed via 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. Assistant Director of Nursing, Older Persons Service, Community Healthcare West Terms and Conditions of Employment 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 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 the post (as at 01/10/2023) is: €63,110 - €64,455 - €65,823 - €69,438 - €70,924 - €72,294 - €73,677 - €75,570 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 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 of Children Guidance and Legislation The welfare and protection of children is the responsibility of all HSE staff. You must be aware of and understand your specific responsibilities under the Children First Act 2015, the Protections for Persons Reporting Child Abuse Act 1998 in accordance with Section 2, Children First National Guidance and other relevant child safeguarding legislation and policies. Some staff have additional responsibilities such as Line Managers, Designated Officers and Mandated Persons. You should check if you are a Designated Officer and / or a Mandated Person and be familiar with the related roles and legal responsibilities. For further information, guidance and resources please visit: HSE Children First webpage . 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. [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

17 days agoFull-timePart-time

Store Person

Castlebar, County Mayo

Store/Yard Person required for busy Builders Merchant. Duties:

22 days agoFull-time

CHW Rolling Campaign Staff Nurse

Community Healthcare WestMayo

Rolling Campaign Staff Nurse (Intellectual Disability) Job Specification & Terms and Conditions Job Title and Grade Code Rolling Campaign Staff Nurse (Intellectual Disability) Community Healthcare West (Grade Code 213T) Remuneration The salary scale for the post is (01/10/23): 33,943 35,876 36,863 38,168 39,813 41,456 43,091 44,506 45,924 47,335 48,748 50,135 51,628 LSI Salary Scales are updated periodically and the most up to date versions can be found here: https://healthservice.hse.ie/staff/benefits-services/pay/pay-scales.html Campaign Reference CHW007-SNID-2024 Closing Date Community Healthcare West have on going opportunities for Staff Nurses Intellectual Disability Services. In order to meet this requirement, this advertisement will remain live for the foreseeable future so that candidates can submit applications throughout the year. Proposed Interview Date (s) Interviews will take place on an interim basis once a sufficient number of eligible applications have been received, however, the campaign will continue to remain open. Once we have a sufficient number of applicants we may introduce a final closing date. Interview dates will be communicated to eligible applicants when they are scheduled. Throughout the lifetime of this rolling campaign we will continually draw from the applicant pool, processing applications and holding interviews in order to fill current and future vacancies. Interview dates will be communicated to eligible applicants as soon as they are scheduled. Taking up Appointment A start date will be indicated at job offer stage. Location of Post There are vacancies within Intellectual Disability Services, Community Healthcare West A panel may be formed as a result of this campaign for Staff Nurse, Intellectual Disability Services, Community Healthcare West from which current and future, permanent and specified purpose vacancies of full or part-time duration may be filled. Informal Enquiries Siobhan Mc Andrew Director of Services, Mayo Community Living Siobhan.mcandrew@hse.ie 087 6616900 Details of Service Mayo Community Living provides residential services to adults living with an Intellectual Disability in Co Mayo. The service has been established following a decongregation process and service improvement plan to support individuals under a social model of care. The service is based across a number of communities in County Mayo. The role will involve supporting people in their own home in all aspects of their life. Reporting Relationship The post holder: · Is professionally accountable to the Director of Service or designated officer. · The successful candidate will report to the Team Leader/Clinical Nurse Manager/Area Manager Key Working Relationships As part of the role the post holder will engage with the individuals we support, their family representatives/Ward of Court representatives /Decision Support Services representative/Advocate/GP, Occupational Therapy, Community Nursing team, Psychology, Psychiatry, Physiotherapy, Behaviour support Specialist and other professionals to ensure a person centred multidisciplinary approach. Purpose of the Post The role of the Staff Nurse Intellectual Disability (ID) is to provide holistic, person-centred nursing care, promoting optimum independence and enhancing the quality of life for service users with intellectual, physical or sensory disability in all aspects of daily living. The Staff Nurse (ID) must practice in accordance with the Code of Professional Conduct as set out by the Nursing & Midwifery Board of Ireland (NMBI) and within the policies, guidelines, protocols of the units / settings in which they are employed. Principal Duties and Responsibilities The Staff Nurse (Intellectual Disability) will: Professional Responsibilities · Practice Nursing according to the Code of Professional Conduct as laid down by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) and Professional Clinical Guidelines. · Adhere to national, regional and local Health Service Executive (HSE) guidelines, policies, protocols and legislation. · Work within their scope of practice and take measures to develop and maintain the competence necessary for professional practice. · Maintain a high standard of professional behaviour and be accountable for their practice. · Be aware of ethical policies and procedures which pertain to their area of practice. · Respect and maintain the privacy, dignity and confidentiality of the person. · Follow appropriate lines of authority within the nurse management structure. Clinical Practice · Deliver the nursing care of an assigned group of people within a best practice / evidence based framework. · Manage a designated caseload. · Promote the health, welfare and social wellbeing of people within our services. · Actively participate as a multi-disciplinary / inter-disciplinary team member in all aspects of service delivery including case conferences, clinical meetings, team meetings. · Assess, plan, implement and evaluate individual person centred care programmes within an agreed framework and in accordance with best practice. · Develop and promote good interpersonal relationships with people, their families / social network supports and the interdisciplinary care team, in the promotion of person centred care. · Ensure that care is carried out in an empathetic and ethical manner and that the dignity and spiritual needs of the patient are respected. · Promote and recognise the persons’ social and cultural dimensions of care and the need for links with their local community. · Collaborate and work closely with the person, their family, the multi-disciplinary / inter-disciplinary team, external agencies and services to facilitate discharge planning, continuity of care and specific care requirements. · Provide appropriate and timely education and information to the person their family and be an advocate for the individual person and for their family. · Report and consult with senior management on clinical issues, as appropriate. · Maintain appropriate and accurate written and electronic nursing records and reports regarding persons care in accordance with local / national / professional guidelines. · Participate in innovation and change in the approach to the persons care delivery particularly in relation to new research findings, evidence based practice and advances in treatment. · Participate in clinical audit and review. · Participate in community needs assessment and ongoing community delivery of care as appropriate. · Undertake Key Worker role as appropriate. · Promote a positive health concept with the people we support and colleagues and contribute to health promotion and disease prevention initiatives of the Health Service Executive. · Delegate to and supervise the work of other grades of staff within the remit of their role, as appropriate. · Demonstrate flexibility by rotating / assisting in other units / care settings as required in order to meet nursing resource needs and the requirements of the integrated services programme (ISP). · Refer the people we support to other services, as required. Clinical Governance · Participate in clinical governance structures within the local / regional / national clinical governance framework. · Contribute to ongoing monitoring, audit and evaluation of the service, as appropriate. · Accurately record and report all complaints to appropriate personnel according to local service policy. · Participate in the development of policies / procedures and guidelines to support compliance with current legal requirements, where existing, for the safe storage and administration of medicines and other clinical products. · Participate in the development of policies / procedures and guidelines with health, safety, fire, risk and management personnel and participate in their development in conjunction with relevant staff and in compliance with statutory obligations. · Observe, report and take appropriate action on any matter which may be detrimental to patient care or wellbeing. · Be aware of, and comply with, the principles of clinical governance including quality, risk and health and safety and be individually responsible for clinical governance, risk management / health and safety issues in their area of work. · Adequately identify, assess, manage and monitor risk within their area of responsibility. · Participate in the development, promotion and implementation of infection prevention and control guidelines. · Adhere to organisational dress code. · Assume responsibility/Shift Lead for and coordinate the management of the unit / care setting in the absence of the Clinical Nurse Manager. Education, Training & Development · Take responsibility for own competency and learning and development needs and actively contribute to the learning and development of the interdisciplinary team. · Complete all mandatory training as deemed necessary by the Director of Nursing and Bord Altranais agus Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland). · Engage in the HSE performance achievement process in conjunction with your Line Manager and staff as appropriate. Identifying areas for improvement and appropriate plans / measures to achieve them. · Provide feedback to the Clinical Nurse Manager or the designated officer with regard to compilation of proficiency assessments for students in the clinical setting. · Develop and use reflective practice techniques to inform and guide practice as part of their daily work. · Identify and contribute to the continual enhancement of learning opportunities within a population health framework. · Participate in the clinical / workplace induction of all new nursing and support staff. · Contribute to the identification of training needs pertinent to the clinical area. · Develop teaching skills and participate in the planning and implementation of orientation, training and teaching programmes for nursing students and other health-care staff, as appropriate. · Having undergone appropriate training, act as a mentor / preceptor or clinical assessor for students. · Participate in the development of performance indicators in conjunction with the Clinical Nurse Manager. · Participate in innovation and change in the approach to service user care delivery, and contribute to the service planning process based on best practice and under the direction of Nurse Management / Nurse Practice Development, particularly in relation to new research findings and advances in treatment. Health & Safety · 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. Administration · Ensure that records are safeguarded and managed as per HSE / local policy and in accordance with relevant legislation. · Work closely with colleagues across the integrated services programme in order to provide a seamless service delivery to the client within the integrated services programme. · Maintain records and submit activity data / furnish appropriate reports to the Director of Services, as required. · Contribute to policy development and formulation, performance monitoring, business planning and budgetary control. · Maintain professional standards including patient and data confidentiality. · Contribute to the development and implementation of information sharing protocols, audit systems, referral pathways, individual care plans and shared care arrangements. · Contribute to ongoing monitoring, audit and evaluation of the service, as appropriate · Ensure that the care setting is maintained in good order using appropriate models, that supplies are adequate and that all equipment is in good working order and ready for immediate use. · Ensure that equipment is safe to use and report any malfunctions in a timely manner. · Assist with ordering of supplies as required and ensure the appropriate and efficient use of supplies is made and exercise economy in the use of consumables. 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 them from time to time and to contribute to the development of the post while in office. Eligibility Criteria Qualifications and/ or experience 1. Professional Qualifications, Experience, etc. Candidates must: · Be registered in the Intellectual Disability Division of the Register of Nurses & Midwives maintained by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland) or be entitled to be so registered And · Have the clinical and administrative capacity to properly discharge the functions of the role 2. Annual registration (i) On appointment, practitioners must maintain live annual registration on the relevant division of the Register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann). (ii) Confirm annual registration with NMBI to the HSE by way of the annual Patient Safety Assurance Certificate (PSAC). 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 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. Post Specific Requirements Demonstrate your depth and breadth of experience in Intellectual Disability Nursing as relevant to the role. As this post may involve driving and escorting people supported by Mayo Community Living to appointments and social engagements, the successful candidate is required to hold a full unendorsed drivers licence (category B manual) for a minimum of 2 years and must be available to drive a HSE vehicle as required. Other requirements specific to the post · have access to appropriate transport to fulfil the requirements of the role · participate in Governance rota Skills, competencies and/or knowledge Professional Knowledge & Experience · Demonstrates practitioner competence and professionalism in order to carry out the duties and responsibilities of the role. · Practices nursing care safely and effectively, fulfilling their professional responsibility within their scope of practice. · Practices in accordance with legislation affecting nursing practice. · Displays evidence-based clinical knowledge in making decisions regarding client care. · Demonstrates a commitment to continuing professional development. · Demonstrates a willingness to develop IT skills relevant to the role. Planning and Organising Skills · Demonstrates evidence of effective planning and organising skills. · Demonstrates the ability to manage deadlines and effectively handle multiple tasks. · Demonstrates an awareness of resource management and the importance of value for money. · Demonstrates flexibility and adaptability in their approach to work, is open to change and new ways of working. Building and Maintaining Relationships · Demonstrates the ability to work on own initiative as well as part of a team. · Demonstrates the ability to build and maintain relationships including the ability to work effectively as part of a multi-disciplinary team. · Demonstrates an awareness and appreciation of the patient / client and their families · Uses diplomacy and tact in fraught situations and can diffuse tense situations comfortably. · Ensures that care is carried out in an empathetic and ethical manner. Analysis, Problem Solving and Decision-Making Skills · Demonstrates evidence-based decision-making and shows effective analytical and problem solving skills. · Uses a range of information sources and knows how to access relevant information to address issues. · Takes an overview of complex problems before generating solutions; anticipates implications / consequences of different solutions. · Demonstrate resilience and composure. Commitment to Providing a Quality Service · Demonstrates a commitment to providing a quality service. · Demonstrates evidence of the ability to care for clients in a non-judgemental manner. · Takes action and informs relevant people when problems arise. · Pays attention to detail, ensures that all records and data are up to date and available when required. Communication Skills · Demonstrates excellent communication skills (written and verbal) so as to effectively carry out the duties and responsibilities of the role. · Communicates in a clear, effective and sensitive manner, listening and ensuring that messages are clearly understood / tailors the method as appropriate. · Anticipates and recognises the emotional reactions of others when delivering sensitive messages. · Demonstrates the ability to influence others effectively. · Is assertive as appropriate. Campaign Specific Selection Process Ranking/Shortlisting / Interview A ranking and or shortlisting exercise may be carried out on the basis of 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 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 in ‘bands’ depending on the service needs of the organisation. Diversity, Equality and Inclusion The HSE is an equal opportunities employer. Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE believes passionately that employing a diverse workforce is central to its success – we aim to develop the workforce of the HSE so that it reflects the diversity of HSE service users and to strengthen it through accommodating and valuing different perspectives. Ultimately this will result in improved service user and employee experience. The HSE is committed to creating a positive working environment whereby all employees inclusive of age, civil status, disability, ethnicity and race, family status, gender, membership of the Traveller community, religion and sexual orientation are respected, valued and can reach their full potential. The HSE aims to achieve this through development of an organisational culture where injustice, bias and discrimination are not tolerated. The HSE welcomes people with diverse backgrounds and offers a range of supports and resources to staff, such as those who require a reasonable accommodation at work because of a disability or long term health condition. For further information on the HSE commitment to Diversity, Equality and Inclusion, please visit the Diversity, Equality and Inclusion web page at https://www.hse.ie/eng/staff/resources/diversity/ 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 CPSA is responsible for establishing the principles that should be followed when making an appointment. These are set out in the CPSA Code of Practice. The Code outlines the standards that should be adhered to at each stage of the selection process and sets out the review and appeal mechanisms open to candidates should they be unhappy with a selection process. The CPSA Code of Practice can be accessed via 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. Staff Nurse (Intellectual Disability) Terms and Conditions of Employment Tenure The current vacancy available is permanent/temporary and whole time/part-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 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 the post is as at 01/10/2023: 33,943 35,876 36,863 38,168 39,813 41,456 43,091 44,506 45,924 47,335 48,748 50,135 51,628 LSI 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 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 of Children Guidance and Legislation The welfare and protection of children is the responsibility of all HSE staff. You must be aware of and understand your specific responsibilities under the Children First Act 2015, the Protections for Persons Reporting Child Abuse Act 1998 in accordance with Section 2, Children First National Guidance and other relevant child safeguarding legislation and policies. Some staff have additional responsibilities such as Line Managers, Designated Officers and Mandated Persons. You should check if you are a Designated Officer and / or a Mandated Person and be familiar with the related roles and legal responsibilities. For further information, guidance and resources please visit: HSE Children First webpage . 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. [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

24 days agoPart-timePermanent
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