Clinical Facilitator (CNM2) – Orthopaedic Wards Peri-Operative Directorate

Clinical Facilitator (CNM2) – Orthopaedic Wards Peri-Operative Directorate (09.022 (2026))

Permanent Full-Time

Tallaght, County Dublin, Ireland

JOB DESCRIPTION

Clinical Facilitator (CNM2) – Orthopaedic Wards, Peri-Operative Directorate

Full time Permanent position

Reference No: 09.022 (2026)

PURPOSE OF THE ROLE The role of the Clinical Facilitator (CF) is to improve the quality of patient care by promotion of continuous professional development (CPD) and lifelong learning amongst registered nurses within the Orthopaedic wards. The Clinical Facilitator directly supports Registered nurses and Adaptation and Assessment candidate nurses in clinical areas to help facilitate an environment in which both nurses and practice can grow and develop. The Clinical Facilitator role is central to supporting the nursing service in ensuring all registered nurses are practicing to high standards in the interest of quality and patient care. The Clinical Facilitator role is based in practice through the continuing participation of the facilitator in direct clinical care.

QUALIFICATIONS

1. Each candidate must on the latest date for receiving completed application forms for the office -:

• Be registered in the General Division of the active Register held by Nursing and Midwifery Board of Ireland or be entitled to be so registered.
• Have 5 years relevant post-registration experience and a minimum of 2 years in the speciality or related area.
• Have completed a third level qualification relevant to the area of specialist practice critical care to level VII or higher in the NFQ framework
• Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
• Demonstrate evidence of continual professional development
• Have excellent communication and interpersonal skills
• Be able to demonstrate managerial abilities.
• Have a recognised interest in teaching and continuing professional development

2. Age Restrictions In Relation To Applications Age restriction shall only apply to a candidate where they are not classified as a new entrant (within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age on the first day of the month in which the latest date for receiving completed applications for the office occurs.

3. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health as would indicate a reasonable prospect of ability to render regular and efficient service.

4. Be of good character.

5. Garda Vetting Garda Vetting is sought for all employees and prospective employees of Tallaght University Hospital. Given the specialised nature of the services provided, your appointment will be subject to satisfactory Garda Vetting and re-vetting in circumstances where the Hospital deems it appropriate. The Hospital will then process the necessary documentation to endeavour to obtain satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquired during the course of your employment. Should the Hospital obtain information from the Garda Vetting Unit to indicate that your Garda clearance report is not satisfactory and / or if you have supplied the hospital with false or misleading information in relation to your Garda clearance status, the Hospital reserves the right to withdraw or terminate this contract in accordance with Tallaght University Hospital Garda Vetting policy.

6. Mandated and Designated Persons under Children First Act 2015 Schedule 2 of the Children First Act 2015 specifies the classes of persons defined as Mandated Persons for the purposes of the Act. This includes a range of disciplines that are employed by the hospital including all medical practitioners, registered nurses, physiotherapists, psychologists, social workers and others. This includes staff working in adult services. All mandated persons have two main legal obligations under the Children First Act 2015. Mandated persons, under the legislation are required to report any knowledge, belief or reasonable suspicion that a child has been harmed, is being harmed, or is at risk of being harmed. The Act defines harm as assault, ill-treatment, neglect or sexual abuse, and covers single and multiple instances. Mandated persons are also required to assist Tusla, if requested, in assessing a concern which has been the subject of a mandated report. Designated Officer are required to receive reports of suspected child abuse or neglect from any person who is of the opinion that (a) a child has been or is being assaulted, ill-treated, neglected or sexually abused, or (b) a child’s health, development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on https://www.tusla.ie/children-first. It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.

PARTICULARS OF OFFICE

1. The post is fulltime, permanent and pensionable.

2. Remuneration: Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st June 2026:

€62,699 by 11 increments to €79,227 incl. 1 LSI

These particulars are subject to change in line with overall public pay policy. Point on scale allocated is based on relevant HSE Circulars.

3. Pension Arrangements and Retirement Age There are three superannuation schemes currently in operation for staff in Tallaght University Hospital:

(a) Voluntary Hospital Superannuation Scheme (Non-New Entrant) (b) Voluntary Hospital Superannuation Scheme (New Entrant) (c) Single Public Service Pension Scheme

Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.

(a) If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.

(b) If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.

(c) If you have commenced employment in the public service as a new entrant or you are a former public servant, returning to the public service after a break of more than 26 weeks, you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes). The maximum retirement age under this scheme will be age 70.

4. Duties: The Clinical Facilitator will perform such duties as are outlined in this job description.

5. Hours of work: Normal working hours are 37.5 worked over 5 days. Your contracted hours of work are liable to change to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.

6. Probation: The successful candidate will be appointed initially for a probationary period of 6 months. During the probationary period progress or otherwise will be monitored and at the end of the probationary period the service will be certified as satisfactory and confirmed in writing or if not satisfactory, the probationary period may be extended by 3 months.

7. Annual Leave: Annual leave entitlement is 25-28 working days (pro rata), depending on length of service, plus 10 Bank Holidays per annum as they occur. The annual leave year runs from 1st of April to 31st March each year.

8. Sick Leave: Payment of salary during illness will be in accordance with arrangements as approved from time to time by the Department of Health and Children.

9. Termination of Office: The employment may be terminated at any time by two months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Management’s right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.

GENERAL ACCOUNTABILITY

• Maintain throughout the Hospital awareness of the primacy of the patient in relation to all Hospital activities
• Encourage recognition of the patient as an individual, ensuring patients’ needs and comfort are given priority
• Work within the Scope of Practice
• Comply with all existing Hospital policies
• Demonstrate knowledge of the Hospital/Departmental emergency plans
• Lead the professional organisation and management of the Orthopaedic wards by providing professional and clinical leadership
• Ensure the provision of a high standard of care to the patient and families in the Orthopaedic wards is consistent with the mission, vision, values and strategic plan of the Hospital
• Demonstrate behaviour consistent with the Values of the Hospital
• Reporting relationship will be to the Assistant Director of Nursing
• Be professionally accountable to the Director of Nursing
• To model a professional approach in all aspects of work being undertaken
• To encourage recognition of the patient as an individual, ensuring patients’ needs and comfort are given priority
• To support all nurses including students, adaptees and registered nurses, and in some cases, multidisciplinary colleagues, in the implementation of Hospital policies
• To create an environment that enable nursing staff to work to their full potential as accountable professionals who can rationalise their care to colleagues, the multidisciplinary team, patients and their families
• To create and promote open communications, healthy working relations, and stimulate innovation in practice
• Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus
• To audit and evaluate all initiatives undertaken
• To foster a nursing management team approach that embodies respect and loyalty for all members of the management team

SPECIFIC ACCOUNTABILITY

Managing the Service - Quality & Safety of Service / Delivery of Results (level 3)

• Responsible with the CNM III/ADON for the organisation and management of nursing care delivered to patients within the Orthopaedic wards
• Ensure a high standard of care is delivered safely to all patients in accordance with the Hospital policies and procedures
• Ensure the use of evidence based practice and best practice standards for the patient by all staff
• Implement a Systematic method for the assessment of individual patient’s needs and ensure proper documentation of same
• Record activity analysis on a daily basis and document same with the CNM III/ADON in relation to standard of patient care and staffing standards
• Identify patients’ physical, social and psychological needs that may require referral to other agencies
• Take a pro-active role in the formulation of evidence based policies, protocols and guidelines for practice
• Use a framework to assess individual patient needs consistent with Hospital nursing policy.
• Ensure that appropriate Nursing Care is planned for individual patients based on needs assessment encompassing medical instruction and in conformance with established procedure and standards of care

Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 3)

• To act as a change agent for staff in introducing change within the clinical environment
• To facilitate ongoing development of nursing documentation to meet professional standards and legal requirements
• Make decisions in a timely manner in a pressurised and time constrained environment in accordance with the Key performance Indicators
• Takes into account others when making an important decision, addresses team conflict, sets clear goals, embraces diversity, and promotes collaboration and team strengths to achieve goals. Offers recognition
• Review individual needs and plan appropriate care based on nursing needs
• Ensure verbal and written Nursing Reporting Systems are accurate and adequate
• Ensure that accurate nursing reports accompany patients who are being transferred to wards or referred to other hospitals
• Ensure clinical competence of staff in performing clinical activities
• Facilitate change in work practices, procedures, techniques or technologies having regard to developments and in accordance with agreed core standards and best practice. Introduce and maintain systems for evaluating the service being provided in conjunction with CNM III/ADON
• Maintain clinical skills by performing nursing care by participating in ongoing education
• Communicate with patients, relatives and visitors and arrange visits of Hospital Chaplains/Pastoral Care team
• Research and promote quality initiatives that are evidence based
• Supervise in co-operation with the Supplies Department the custody and stock level of all materials held in the Department and the delegation of these duties to appropriate staff
• Receive and record details concerning mishaps, complaints and defects in supplies and equipment. Investigate the circumstances with appropriate staff and report findings as required
• Promote awareness of risk management and appropriate reporting of critical incidents

Managing Yourself - Team player / Planning & Organising (level 3)

• Demonstrate flexibility if and when asked to work in other areas as needed
• Delegates effectively to the team and ensure timelines are met and efficient use of resources
• Assists in the development and implementation of operations plans to ensure smooth and consistent execution of tasks
• Research and promote quality initiatives that are evidence based
• Builds and uses networks of influences for planning and organising workload
• Develops and implements operational plans, essential systems and processes
• Monitors performance, evaluates impacts and risks
• Develop skills on an ongoing basis as required
• Maintain own knowledge on both local, national and international professional nursing practice issues
• Maintain an awareness of current nursing issues and Department of Health and Children strategies that impact on Healthcare

Managing People – People Management / Leadership (level 3)

• Facilitate the arrangement necessary and participate where appropriate, in education and training of other Hospital staff as the need arises. This includes students at both undergraduate and post-graduate level
• Attend meetings as required by Hospital Management and keep staff briefed on developments in the Hospital
• Undertake continuing professional development through formal and informal educational opportunities thus ensuring continuing credibility amongst nursing, medical and allied health professionals
• Co-operate in the management of the budget for the department in conjunction with the CNM III and ADON, ensuring the most effective use of available resources
• Ensure that expenditure is controlled within agreed budgets/cash limits and in Compliance with the Hospital’s financial plan
• Assist in the preparation of budget estimates
• Assist with the preparation of statistical and management information to be provided to Management on a monthly basis or as required
• Help produce an annual departmental report
• Act as a role model at all times and support and monitor clinical staff in performing patient assessment of the patient, the interpretation of data and the integration of knowledge
• Support clinical nursing staff in the use of validated assessment tools e.g. Triage, Early Warning Scoring System (EWS), Glasgow Coma Score, Pain assessment tools, Medication protocols etc.
• Promote a philosophy of empowerment in which all team members are developed to reach their full potential
• Ensure that staffing levels and skill mix are appropriate and within the resource allocation and ensure the absentee policy is adhered to by all members of the staff in the Orthopaedic wards
• Create and promote open communications, healthy working relationships and stimulate initiative among the team
• Assist the CNM III/ADON in the recruitment, selection and training of staff as requested.
• Promote, nurture and maintain a high level of staff morale hence promoting team spirit and job satisfaction among nursing and other staff within the department
• Motivate team members, by agreeing goals and objective, through performance review
• Maintain team work and, only when necessary and in consultation with CNM III and/or ADON, take action in accordance with the Hospital’s disciplinary policy
• Ensure all unit staff adhere to the Uniform Policy of the Hospital
• Completion of relevant training and availing of supports in the Leadership Academy including coaching, mentoring and leadership development as applicable
• Actively and efficiently recognises and addresses staff issues as they emerge. Deal appropriately with behaviour outside acceptable limits for whatever reason i.e. emotional upset in staff, to patients or colleagues, undignified behaviour, absenteeism, late attendance, conflict, grievance etc.

Information Technology

• Ensure that the team makes the most effective and efficient use of developments in information technology for both patient care and administrative support in a manner, which integrates well with systems throughout the organisation
• Ensure that all staff are trained in the use of computer systems, which are used in the management of patient episodes in the Hospital, e.g.: ICCA, EPR, Pims, Order comms, Symphony, sap, core
• Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required

Health & Safety

• Ensure the compliance of all your staff with the Safety, Health and Welfare at Work Act, 2005
• Comply and enact Health and Safety responsibilities as outlined in Hospital policies, protocols and procedures relevant to your area
• Prepare risk assessments and departmental safety statements as required

Hygiene/Infection Control

• Ensure you are aware of your responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
• Act as a role model and actively promote infection control and prevention and ensure that staff in your area familiarise themselves with the hospital infection control policies and guidelines as outlined in the Infection Control Manual
• Ensure that staff in your area are aware that they work in an area where there is potential for transmission of infection
• Ensure that all your staff are advised that they have a responsibility to prevent the transmission of infection particularly in relation to hand hygiene

Quality, Safety and Risk Management

• Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification, reporting and management of risks and incidents throughout the hospital

Confidentiality

• You will be aware of the confidential nature of Hospital work and in particular, the right of patients to confidentiality. To this end, you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records, documents or property of the Hospital may be removed from the premises of the Hospital without prior authorisation. You must return to the Hospital upon request and, in any event, upon the termination of your employment, all documents or other property of the Hospital which are in your possession or under your control

Data Management

• Ensure compliance with the obligations required by the Data Protection Act 2018

Development of Hospital Groups

• The Hospital Structure is currently under review and therefore, reporting relationships may change. The development of Hospital Groups may require the post-holder to adopt a different reporting relationship and additional accountabilities. Full consultation will take place in advance of any such change

NOTE: The extent and speed of change in the delivery of health care is such that adaptability is essential at this level of appointment. The appointee will be required to maintain, enhance and develop their knowledge, skills and aptitudes necessary to respond to this changing environment. They will also be required to participate in and support the Hospital’s Digital transformation strategy which may impact work processes and role profiles in the future. The Job Description must therefore be regarded as an outline of the major areas of accountability at the present time, which will be reviewed and assessed on an on-going basis as advancements and developments evolve

TUH Core Competencies:

Please go to www.tuh.ie/careers for details of the core competencies

GENERAL

Applications can be submitted ‘on-line’ at www.tuh.ie/careers by completing the application form and attaching your CV.

Candidates should be aware that, when applying for a post through the 'On-Line' Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application. Should you for any reason, not receive this automated acknowledgement, you should notify the Human Resources Department, before the closing date, otherwise your application will not be considered.

TUH is an equal opportunities employer and is committed to promoting an environment free from discrimination in accordance with the Employment Equality Acts 1998 and 2004. The Hospital values diversity and recognises the benefits of having a workforce that reflects the community we serve. We are committed to equality of access to positions within the Hospital. All recruitment activity and documentation will encourage applications from all potential candidates without discrimination.

Closing Date: Before close of business on 6th October 2026

Informal enquiries to: Sheeja Varghese Interim ADON Peri Operative by email sheeja.varghese@tuh.ie or phone 01 4142638

All candidates should note that, in order to maintain a timely process, the closing date and time for receipt of applications will be strictly adhered to.