RQ535 Clinical Nurse Manager 2: Clinical Support Nurse

Job Specification and Terms & Conditions Job Title & Grade Clinical Nurse Manager 2: Clinical Support Nurse Campaign Reference RQ535 Closing Date Friday 20th January 2023 Proposed Interview Date To be confirmed Informal enquires Mary Bell: Education and Practice Development manager Tel : 01 651 5987 / Mobile: 0879916194 Location of Post Peamount Healthcare, Newcastle, Co. Dublin Details of Service Peamount Healthcare is an independent voluntary organisation that provides a range of high-quality health and social care services. We help people return home after a serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in the community. Peamount Healthcare is committed to the following values: Person centred – seeing each person as unique, giving them a voice and focusing on ability. Respect – creating a supportive environment where everyone is given courteous and respectful care and support. Excellence – enabling interdisciplinary teams to deliver high quality integrated care, meaningful outcomes with a focus on continuous improvement. Team working – fostering an inclusive, healthy working environment where people are valued and recognised for their individual and shared achievements. Quality improvement – supporting teams to embed continuous improvement methodology as part of everything we do. Education & Research – partnering with academia to support education, learning, research and evidence-based care.   Purpose of Post The principal purpose of the role is to provide clinical support, direction and guidance for all grades of staff in Rehabilitation, Respiratory, Rheumatology, Aged related residential, Neurological Disability and Intellectual disability The post holder will also have responsibility for promoting nursing practice development initiatives and facilitating implementation of evidenced based practice in collaboration with all grades of staff. Eligibility Criteria Qualifications & Experience Required:·        Registered General Nurse or Register Intellectual Disability Nurse section The Nursing Midwifery Board of Ireland (NMBI), or eligible to register. ·        5 years post-registration experience in the acute hospital within the last 7 years.·        Demonstrate management/ in charge experience throughout the last 2 years.·        Educated to Degree/Post-Graduate Diploma/Higher Diploma or equivalent level Desirable:Management Course   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   Skills, Competencies and Knowledge CLINICAL PRACTICE:1.   Support the Clinical Nurse Managers, Health and Social Care and Staff Nurses in all areas of Peamount Healthcare – Rehabilitation, Respiratory, Rheumatology, Aged related residential, Neurological Disability and Intellectual disability to plan, develop, implement and evaluate clinical practice in accordance with best available evidence in order to influence innovations in practice and promote quality care for patients and residents.  2.   Act as a resource person on clinical issues, utilising skills and knowledge of a variety of clinical conditions.  3.   Along with CNMs, assist staff nurses to move towards the level of expert practitioner in the clinical management of patient care. 4.   Guide CNMs in assisting staff to recognise their own learning needs and to develop an appropriate action plan in line with these needs. 5.   Support CNMs in assessing Health Care Assistants in relation to the ‘ QQI Level 5 Health Service Skills award’  6.   Co-ordinate many groups of student nurses’ clinical learning placements throughout the duration of their respective BSc Nursing programme(s)  7.   Support the clinical areas receiving students on respective clinical placements  8.   Guide & develop registered nurses in their preceptor role before and during the students’ clinical placements 9.   Guide and support both students and preceptors on the clinical competency assessment document. Ensure the clinical assessment is carried out accurately  10. Facilitate the application of evidence-based nursing practice. Promote best practice standards in clinical practice, including completion of clinical learning environment audits, QIPs, policies and nursing documentation and care plans 11. Guide the CNMs in creating an environment that enhances continuous lifelong personal and professional development for all nursing staff. PRACTICE DEVELOPMENT:In collaboration with the Education and Practice Development manager, promote the development and maintenance of high standards of nursing care, through practice development projects. Assist with identifying, facilitating and implementing practice development projects in the clinical areas. In collaboration with the CNM’s and ward staff assist with the development of policies, protocols, guidelines and clinical competencies and their implementation Assist with the provision of appropriate continuing education programmes to meet nurses’ competency developmental needs. Work with the Education and Practice Development manager, and CNMs / PIC’s in implementing action plans to improve clinical practice and staff development. Sit on appropriate multidisciplinary committees and sub-groups within Peamount Healthcare that are concerned with initiating practice development projects.  EDUCATION/STAFF DEVELOPMENT:1.   In conjunction with the Clinical Nurse Managers / PIC’s, assess and identify teaching and developmental requirements of all staff through observation in practice.  2.   Collaborate with the Education and Practice Development manager, Clinical Nurse Managers, PIC’s to ensure appropriate training, education and evaluation takes place.  3.   In conjunction with Clinical Nurses Managers, and Staff Nurses, develop and continually revise clinical nursing skills/competencies.      4.   Be familiar with the assessment criteria and process as applied to the ‘QQI Level 5 Health Service Skills award’  5.   Co-ordinate educational sessions and in-service to meet the needs of all grades of staff, nursing, health and social care and healthcare assistants. 6.   Create an environment for continuous life-long professional and personal development and learning for all staff. RESEARCH, AUDIT & QUALITY ASSURANCE:1.   Encourage staff to analyse information, interpret patient’s condition and develop clinical decision-making skills based on available information. Work with the Quality and Continuous Improvement Manager in encouraging the continuous development of evidence-based practice through local audit procedures. 3.   Take an active role with CNM’s / PIC’s in the audit of clinical practice and the standards of care being provided. Facilitate Nurses / Health and Social care staff in the development of audit tools to measure process and outcomes of nursing practice.  5.   Ensure that research/Audit findings are disseminated and utilised in the delivery of patient care. Assist with the audit of practice development projects and the presentation of findings to clinical staff.  Link with the Hospital Quality and Continuous Improvement Manager and relevant personnel in promoting best practice and continuous quality improvement. MANAGEMENT:1.   Demonstrate ability to self-manage and organise own workload efficiently. Help foster a supportive working environment by demonstrating excellent leadership ability and communication skills2.   Communicate effectively with the Assistant Directorate Nurse Manager’s and CNM’s / PIC’s regarding the progress and development of staff nurses within their area of responsibility. 3.   Demonstrate both clinical and professional leadership, enabling a multidisciplinary team culture of continuous staff learning and practice development.  4.   Be highly motivated and have a vision of developing skills/competencies that are applicable to clinical areas. 5.   Develop a network of contacts and communication links with other professionals that will assist in provision of expert advice to meet the needs of all grades of nursing staff.  6.   Attend managerial meetings that require the input of the clinical support nurse.  PERSONAL & PROFESSIONAL DEVELOPMENT:1.       Take responsibility for own professional and personal development updating. 2.       Be pro-active in developing own competencies in a structured way linked to regular professional, personal development planning. 3.       Practice within Peamount Healthcare policies and procedures, Scope of Professional Conduct, and Scope of Nursing Practice. 4.       Undertake appropriate further training and education to enable you to practice within a variety of clinical areas and enable you to support the service needs within the scope of professional practice. 5.       Have a working knowledge of HIQA Standards as they apply to the role for example, National Standards for Safer better Healthcare, National Standards for Residential Care Settings for Older People in Ireland, National Standards for Residential Services for Adults with Disabilities National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards and record keeping.    SJH Behavioural Competencies (From the Competency Framework, please list the relevant behavioural competency, the level required (level 1, 2, 3 or 4) and the descriptors that are most relevant for the role) Competency Required Level Required   The following “descriptors” are a further clarification of the behaviours required. Candidates should use the descriptors as a ‘guide’ when assessing their suitability for this role and also when preparing an example of where they have demonstrated this competency in the past for inclusion in the required application form.    People Management 3 Allocates responsibilities fairly among team members to effectively manage caseloads/workloads. Empowers staff to carry out their responsibilities, according to the needs of the service/department. Makes consistent and transparent decisions in relation to people, when all options are considered. Supports others, both formally and informally, seeking to develop the skills and abilities of team members  Leadership Potential 2 Embraces organisational change initiatives, filling structure/roles to support it. Able to follow through on commitments and bring new ideas/initiatives to fruition (at local level). Understands importance of getting input and commitment from others when seeking involvement. Motivates others to act.  Communication 3 ·        Creates a culture of open communication to maintain a climate of trust and honesty. Supports ideas with appropriate research and information to persuade others.Tailors the content and method of communication to their audience’s level of expertise. Quality and Safety Service 3 ·        Empowers staff to provide quality of service; ensures regular quality audits are carried out and findings are actioned and followed through. ·        Champions initiatives to improve quality of services. ·        Promotes and enables a culture of safety.    Planning and Organisation 3 ·        Builds and uses extended networks of influence for planning and organising workload. ·        Develops operational plans and monitors performance and progress on achieving long and short-term goals. ·        Is active in planning for and managing all resources vis a vis the service demands. Escalates expected gaps and shortfalls for remedial action.  Continuous Development – Personal & Professional 3 ·        Is an advocate for the hospital/department by consistently projecting a professional image, promoting the highest standards. ·        Encourages investment in continuous learning, at hospital level and in partnership with affiliated and/or other relevant third level institutions as appropriate and is a role model for others in this regard. ·        Promotes and supports inter-disciplinary working and associated learning.  Other requirementsspecific to the post  Required:Demonstrate IT skills Experience in teaching and assessing the Nursing and HCA Team and Student Nurses throughout the last 2 yearsExperience in conducting clinical audits.Clinical competencies: IV drug administration, Venepuncture and Cannulation, Care and management of a CVADDesirable:·        Male Catheterisation ·        PEG Insertion·        Buccal Midazolam administration   Principal Duties & Responsibilities   The above Job Specification is not intended to be a comprehensive list of all duties involved and consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him / her from time to time and to contribute to the development of the post while in office.  Campaign Specific Selection Post A ranking and or short-listing exercise may be carried out on the basis of information supplied in your CV. The criteria for ranking and or short listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore, it is very important that you think about your experience in light of those requirements Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview depending on the service needs of the organisation. Code of Practice Peamount will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle’s basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of Code of Practice. Codes of practice are published by the CPSA and are available on www.hse/ie/eng/staff/jobs Annual registration   The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed. The job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.        Terms & Conditions of EmploymentPeamount Healthcare, Newcastle, Co. Dublin. Tenure The current vacancy available is a Permanent post on a Full-time basis. 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 Peamount Healthcare is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.  Remuneration Remuneration is in accordance with the salary scale approved by the Department of Health: Clinical Nurse Manger 2Current salary scale with effect from 1st October 2022: €55,248 (point 1) to €65,316 (point 9). Working Week The hours allocated to this post are 37.5 hours per week. The allocation of these hours will be at the discretion of the Department Head and in accordance with the needs of the service. HSE Circular 003-2009 “Matching Working Patterns to Service Needs (Extended Working Day/Week Arrangements); Framework for Implementation of Clause 30.4 of Towards 2016” applies. Under the terms of this circular, all new entrants and staff appointed to promotional posts from Dec 16th 2008 will be required to work agreed roster / on call arrangements as advised by their line manager. Contracted hours of work are liable to change between the hours of 8am-8pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement (Implementation of Clause 30.4 of Towards 2016 Annual Leave As per Health Service Executive (HSE) Probation All employees will be subject to a probationary period as per the probation policy. This policy applies to all employees irrespective of the type of contract under which they have been employed. A period of 6 months’ probation will be served:•     On commencement of employment.•     Fixed term to permanent contract.•     Permanent employees commencing in promotional posts will also undertake a probationary period relating to their new post.  Pension Employees of Peamount Healthcare are required to be members of the Hospitals Superannuation Scheme. Deductions at the appropriate rate will be made from your salary payment.If you are being rehired after drawing down a public service pension your attention is drawn to Section 52 of the Public Services Pension (Single and Other Provisions) Act 2012. The 2012 Act extends the principle of abatement to retired public servants in receipt of a public service pension who secure another public service appointment in any public service body.  Maternity Maternity leave is granted in accordance with the terms of the Maternity Protection Acts 1994 and 2001.  Sick Leave Peamount Healthcare operates a Sickness Absence Management policy in line with the new Public Service Sick Leave Scheme as introduced in 31st March 2014.   Pre-Employment Health Assessment  Prior to commencing in this role a person will be required to complete a form declaring their health status which is reviewed by the hospital’s Occupational Health Service and if required undergo a medical assessment with this department. Any person employed by Peamount Healthcare must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.  Validation of Qualifications & Experience  Any credit given to a candidate at interview, in respect of claims to qualifications, training and experience is provisional and is subject to verification. The recommendation of the interview board is liable to revision if the claimed qualification, training or experience is not proven. References Peamount Healthcare will seek up to two written references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The hospital also reserves the right to determine the merit, appropriateness and relevance of such references and referees.  Garda Vetting Peamount Healthcare will carry out Garda vetting on all new employees. An employee will not take up employment with the hospital until the Garda Vetting process has been completed and the hospital is satisfied that such an appointment does not pose a risk to clients, service users and employees.  Character Candidates for and any person holding the office must be of good character. Health & Safety These duties must be performed in accordance with the hospital health and safety policy. In carrying out these duties the employee must ensure that effective safety procedures are in place to comply with the Health, Safety and Welfare at Work Act. Staff must carry out their duties in a safe and responsible manner in line with the Hospital Policy as set out in the appropriate department’s safety statement, which must be read and understood.Comply with and contribute to the development of policies, procedures, guidelines, and safe professional practice and adhere to relevant legislation, regulations and standards. Have a working knowledge of the Health Information and Quality Authority (HIQA) Standards as they apply to Peamount. Protection and Care and comply with associated Peamount protocols for implementing and maintaining these standards as appropriate to the role. To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.    Quality, Risk &Safety Responsibilities  It is the responsibility of all staff to:·          Participate and cooperate with legislative and regulatory requirements with regard to Quality, Risk and Safety.·          Participate and cooperate with external agencies on safety initiatives as required.·          Participate and cooperate with internal and external evaluations of hospital structures, services and processes as required, including but not limited to:Ø National Standards for Safer Better Healthcare.Ø National Standards for the Prevention and Control of Healthcare Associated Infections.Ø HSE Standards and Recommended Practices for Healthcare Records ManagementØ Safety audits and other audits specified by the HSE or other regulatory authorities.·          To initiate, support and implement quality improvement initiatives in their area which are in keeping with the hospitals continuous quality improvement programme. It is the responsibility of all managers to ensure compliance with regulatory requirements for Quality, Safety and Risk within their area/department  Education and Training   Participate in mandatory training programmes. Pursue continuous professional development in order to develop professional knowledge and keep updated with current and legislation.   Specific Responsibility for Best Practice in Hygiene Hygiene in healthcare is defined as “the practice that serves to keep people and the environment clean and prevent infection. It involves preserving one’s health, preventing the spread of disease and recognizing, evaluating and controlling health hazards.”·        It is the responsibility of all staff to ensure compliance with hospital hygiene standards, guidelines and practices.·        Department heads/ managers have overall responsibility for best practice in hygiene in their area.·        It is mandatory to complete hand hygiene training every 2-years and sharps awareness workshops yearly.