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Assistant Director of Nursing (ADON) – Patient Flow (09.017 (2026))

TallaghtHospital

Job Location:

Dublin - Ireland

Yearly Salary: EUR 72843 - 72843

Posted: 19 September 2026 (4 days ago)

Application Deadline: 17 December 2026

Vacancies: 1 Vacancy

Job Summary

Job Description

Assistant Director of Nursing Patient Flow

Full time Permanent Position

Reference No: 09.017(2026)

PURPOSE OF THE ROLE
The post of Assistant Director of Nursing (ADON) for Patient Flow is a senior healthcare leadership role responsible for optimizing hospital Bed Management and ensuring seamless patient transition from admission to discharge. Using a whole hospital approach to Patient Flow the ADON for Patient Flow is responsible for coordinating operational improvements and promoting multidisciplinary engagement. This approach is designed to result in substantial reductions in ED length of stay and patient experience times and facilitate safe timely patient transfers.

ROLES AND RESPONSIBILITIES:

The ADON Patient Flow is responsible for:

Working closely with Bed managers Patient Flow managers Clinical Nurse Managers (CNMs) multidisciplinary teams and consultants to align resources and safely optimise patient discharge
Ensuring effective and efficient use of Core Wards and promoting effective and efficient use of the Transitional Care Unit
Conducting daily liaison with the CNMs to ensure suitable patients are effectively identified and transferred to the OPAT PHN & HCP CIT team and assist in the coordination of cases that are delayed waiting for procedures consults and other investigations.
In collaboration with the multidisciplinary team and external stakeholders ensuring that patients who are in wards and or outside their service and work with the CNMs and Bed Management to repatriate where possible.
Ensuring that relevant timely data is available to support decision making and to assess quality improvement deliverables by working with the CNMs and Patient Flow Managers to identify appropriate patient groups suitable for goal discharge dates.
Leading on the use of quality improvement methodologies to ensure the delivery of process improvements that will provide safer and improved transition across the patient pathway.

This is not an exhaustive list and it is expected that the post holder will embrace the evolving nature of the role consistent with the direction being followed by the hospital in the current dynamic and changing operating environment.

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 live Register of Nurses maintained by the Nursing and Midwifery Board of Ireland (NMBI) or be entitled to be so registered.
Have at least 7 years recent post-registration experience with 3 years management experience in an acute hospital setting.
Possess a post graduate qualification at not less than level 8 on the NFQ framework in the area of healthcare or management related area.
Candidates must possess the requisite clinical leadership managerial and administrative knowledge and ability for the proper discharge of the office.
Have excellent communication and interpersonal skills.
Demonstrate evidence of higher learning and professional development.
Proven clinical and managerial ability in acute hospital operations and knowledge of strategic goals and objectives within the areas of responsibility.

2. Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where they are not classified as a new entrant (within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act 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 childs health development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.

PARTICULARS OF OFFICE

1. The appointment is fulltime permanent and pensionable. A panel may be formed from this recruitment campaign should future fulltime or part-time vacancies arise.

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 is:

72843 by 9 increments to 89894

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 ADON Patient Flow 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 (a) be certified as satisfactory and confirmed in writing or (b) 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 three months notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Managements 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
Ensure the provision of a high standard of care to the patient and families is consistent with the mission vision values and strategic plan of the Hospital.
Maintain throughout the Hospital awareness of the primacy of the patients in relation to all hospital activities.
Report to the Head of Access.(Deputise for Head of Access when required)
Establish a clear leadership role for all staff and act as a focal point of all management effort within the area of responsibility. He/she will ensure the provision of the most efficient and effective standard of services that is possible within the available resources.
Responsible for the implementation of the Major Disaster plan including National Childrens Hospital
Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus.
Responsible for Patient flow Bed Management Discharge Planning Escalation Management Data & KPI monitoring & Team Leadership.

SPECIFIC ACCOUNTABILITY

Managing the Service - Quality & Safety of Service / Delivery of Results (level 5)

Provide strategic operational and clinical leadership and direction for nursing and related services within your area of responsibility. This may involve negotiating with senior management and external agencies to obtain resources introducing new ways of working and selling the benefits of change and resolving employee relations issues.
Develop appropriate management and operational links working closely with Hospital Management and other appropriate forums as determined by the Head of Access & COO/DCOO.
Be responsible for the management of the patient flow team Clinical Nurse Managers.
Observe and comply with Hospital Policies and Procedures and Health and Safety regulations.
Participate in meetings team meetings and committees as required.
Lead and be proactive in the delivery of best practice standards in collaboration with key stakeholders
Be responsible in partnership with Head of Access for identifying services for development within the portfolio and for preparing business cases for these areas including the rationale for development.
Identify areas for continuous quality improvement and work with interdisciplinary team members to improve processes /systems/practices in line with organizations risk management strategy.
Liaise with Nursing Site managers as required.
Responsible for the operational management of Patient Flow ensuring the efficient & effective day to day running of the department matching resources to demand with flexibility to respond to work load pressures.
Implement Patient Journey Policy and other relevant policies on the management of Patient Flow and timely placement of patients in the most appropriate environment.
Monitoring and reporting of KPIs to senior management and circulation on a regular basis on resource utilization.
Will be required to develop relationships with colleagues in other acute hospitals and community settings.
Manage the operational implementation of new initiatives including liaising with stakeholders and developing policies as required.

Managing People People Management / Leadership (level 5)

Creates an enthusiastic and committed work climate through the articulation of the role contribution to the service and contributing positive views on the future direction of the service.
Adopt a proactive forward planning approach to service delivery identifying the need for new services staffing and succession planning
Ensure good communication and inter-personal relationships with all staff and the multidisciplinary teams promoting an environment that enhances staff retention and promotes good employee relations.
Participate in meetings committees and represent Patient Flow as required.
In consultation with the Head of Access and the Human Resources Directorate to ensure effective people management such as resourcing and retention and the allocation of staff within agreed complement.
Carry out ongoing reviews of the workforce plan within areas of responsibility to ensure correct grades and skill mix of staff are available to deliver services and resources are effectively and efficiently utilised.
Be responsible for people management activities.
Have a strong focus on developing the contribution of staff at all levels. Is a good judge of capability and promotes talent creating a positive climate for the development of performance and contributions at all levels of the service.
Manage staff performance grievance disciplinary and other issues within the context of the organisations HR policies and procedures.
Ensure that all staff have a clear understanding of their roles responsibilities and the competencies expected to deliver a safe service.
Participate and lead in the delivery of continuous professional development education programmes.
Responsible for managing illness and absence in accordance with hospital policies.

Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 5)

Have a can do attitude and implement unpopular decision through effective engagement.
In conjunction with the Head of Access develops operational plans.
Makes well informed decisions amidst ambiguity.
Can make unpopular decisions for the greater long term good of the Hospital.
Tailors a range of techniques to persuade others explain complex information etc. Facilitate communications; between teams conflicting parties and to persuade others to create a culture of trust and honesty.
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.

Managing Yourself - Team player / Planning & Organising (level 5)

Demonstrate flexibility if and when asked to work in other areas of the service 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.
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.
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.
The post holder may be requested to participate/ lead projects on a hospital/organisational wide basis by the CEO or other authorised officer.
Liaise with senior management to develop service plans and report frequently on the progress of plans.
Implement effective controls to monitor evaluate and report the standards of delivery within Patient Flow.
Create a culture of accountability openness to change respect for the individual and teamwork.
Lead projects which improve the quality of services provided to patients evidenced by improved performance against national standards.

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 Flow in the Hospital e.g.: Synergy IPIMs Symphony IFMS CORE NIMIS etc.
Participates in the development of new technologies that will assist the Patient Flow department in providing a safe and effective service for patients.

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 Hospitals 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:

Core Area	Competency	Level
Managing the service	Quality & Safety of Service	5
Managing the service	Delivery of Results	5
Managing Change	Problem Solving & Decision Making	5
Managing Change	Communications & Influencing	5
Managing Yourself	Team player	5
Managing Yourself	Planning and Organising	5
Managing People	People Management	5
Managing People	Leadership	5

Please go to for details of the core competencies

GENERAL

Applications can be submitted on-line at 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.

A panel may be formed from this recruitment campaign should future fulltime or part-time vacancies arise.

Closing Date: Before close of business on 1st October 2026

**Interviews will be held on Monday 12th October 2026**

Informal enquiries to:Ms Laura Gannon Head of Access onor

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.

Required Experience:

Director

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