Clinical Nurse Manager 3 - Nursing Bank (08.027 (2025))
Clinical Nurse Manager 3 - Nursing Bank (08.027 (2025))
Posted on :
24-08-2025
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Job Description
JOB DESCRIPTION
Clinical Nurse Manager 3 - Nursing Bank
Permanent - Full time Position
Reference No: 08.027 (2025)
2. Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where he/she is 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.
2. Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st March 2025:
70025 by 6 increments to 79081
Salary scales will be updated in line with nationally agreed pay agreements and will be updated accordingly and retrospective payments applied as applicable.
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 Nurse Manager 3 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 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 giving 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
SPECIFIC ACCOUNTABILITY
Managing the Service - Quality & Safety of Service / Delivery of Results (level 4)
Managing Yourself - Team player / Planning & Organising (level 4)
Managing People People Management / Leadership (level 4)
Information Technology
Health & Safety
Hygiene/Infection Control
Quality Safety and Risk Management
Confidentiality
Data Management
Development of Hospital Groups
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 4 Managing the service Delivery of Results 4 Managing Change Problem Solving & Decision Making 4 Managing Change Communications & Influencing 4 Managing Yourself Team player 4 Managing Yourself Planning and Organising 4 Managing People People Management 4 Managing People Leadership 4
Please go to for details of the core competencies
GENERAL
Applications can be submitted on-line at 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.
Closing Date: Before close of business on: 8th September 2025
Informal enquiries to Ms. Ann Connolly by phoneor email
Clinical Nurse Manager 3 - Nursing Bank
Permanent - Full time Position
Reference No: 08.027 (2025)
PURPOSE OF THE ROLE
The Clinical Nurse Manager 3 will be responsible in supporting the Nursing Manpower Manager (NMM) for the safe and efficient delivery of bank agency and overtime support provided through the Nursing Bank. The Clinical Nurse Manager 3 is pivotal to the coordination and management of the resources available to support and meet the demands of escalation and temporary flux in staffing due to vacancies and absenteeism. He/ She will work closely with the Safe Staffing co-ordinator to support appropriately the demands of Enhanced care while aware of the implication of the Safe Staffing Framework supports the wards may have already received through the safe staffing framework.
QUALIFICATIONS
1. Each candidate must on the latest date for receiving completed application forms for the office:
The Clinical Nurse Manager 3 will be responsible in supporting the Nursing Manpower Manager (NMM) for the safe and efficient delivery of bank agency and overtime support provided through the Nursing Bank. The Clinical Nurse Manager 3 is pivotal to the coordination and management of the resources available to support and meet the demands of escalation and temporary flux in staffing due to vacancies and absenteeism. He/ She will work closely with the Safe Staffing co-ordinator to support appropriately the demands of Enhanced care while aware of the implication of the Safe Staffing Framework supports the wards may have already received through the safe staffing framework.
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 post registration experience and a minimum of 2 years in the specialty or related area.
- Possess a post graduate qualification at not less than level 7 on the NFQ framework in the area of healthcare or management related area or give an undertaking to do same
- Have the clinical managerial and administrative capacity to properly discharge the functions of the role.
- Evidence of management experience in an acute hospital setting.
- Have excellent communication and interpersonal skills.
- Demonstrate evidence of continuing learning and professional development
- Be able to demonstrate managerial abilities.
2. Age Restrictions In Relation To Applications
Age restriction shall only apply to a candidate where he/she is 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.
2. Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st March 2025:
70025 by 6 increments to 79081
Salary scales will be updated in line with nationally agreed pay agreements and will be updated accordingly and retrospective payments applied as applicable.
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 Nurse Manager 3 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 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 giving 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 an awareness of the primacy of the patient in relation to all Hospital activities.
- 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.
- Deputise for the NMM in their absence.
- Support the NMM in the implementation of hospital policy in all matters.
- Demonstrate behaviour consistent with the values of the hospital.
- Operate within own scope of practice seek advice and assistance from the NMM with any cases or issues that prove to be beyond the scope of their professional competence in line with the principles of best practice and clinical governance.
- Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus.
- Reporting relationship is to the NMM.
- Professional accountability is to the Director of Nursing and Integrated Care.
SPECIFIC ACCOUNTABILITY
Managing the Service - Quality & Safety of Service / Delivery of Results (level 4)
- In association with any contracted agencies ensure the Nursing Bank service is responsive to the needs of the hospital.
- Lead the Nurse Bank Service Team in the provision of a high quality workforce.
- Ensure a high standard of care is delivered safely in accordance with the hospital policies procedures and guidelines.
- Work closely with the Nursing and Finance team regarding our effective use of resources in particular the Safe Staffing Co-ordinator to maximise at ward level the resources given through the framework to support EHC minimising additional resource usage and providing oversight/ allocation of EHC supports to the clinical areas.
- Continue to drive change projects in the Nursing Bank area e.g. maintenance of the HSE Agency Framework and our usage of Soft recruit and its phased rollout.
- Ensure the Bank Service is responsive to the needs of the Hospital on a 24 hours basis by regular and effective liaison taking into consideration site-specific issues.
- Ensure efficient systems and procedures for booking staff and effective service provision are in place.
- Assist in ensuring all agency invoices are timely processed in accordance with hospital policy.
- Verify for payroll the timely and accurate attendance of staff both on Nursing Bank and hours worked in an overtime capacity.
- Attend meetings and sit on committees of the Department/hospital as required.
- Report accidents and incidents and actively engage with HR on Industrial Relations/ Disciplinary Performance and Attendance issues.
- Promote awareness of risk management and appropriate reporting of critical incidents.
- Promotes a culture of staff and patient safety.
- Responsible for leading out on and project managing key programme and initiatives associated with the Hospital Strategic and Operational objectives; including identification of key resources and ICT systems required.
- Ensure engagement and co-operation of multi-disciplinary team as required.
Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 4)
- Have a can do attitude and implement challenging decision for the benefit of the service through effective engagement.
- Makes well informed decisions amidst ambiguity.
- 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 4)
- Demonstrate flexibility if and when asked to work in other areas of the Service as needed.
- Engage with professional development planning for self and others.
- Act as a role model keep up to date with trends by ongoing education ensure that developments are research based/participate in research programmes.
- 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.
Managing People People Management / Leadership (level 4)
- Set up processes for staff involvement in key decisions.
- Promote staff engagement and empowerment.
- Articulates the Hospitals strategic plan to relevant personnel and promotes the Hospitals core values.
- Develop and facilitate educational and support programme for further knowledge and skills for members of the multi-disciplinary team.
- Create and promote open communications healthy working relationships and stimulate initiative among the ward team
- Create a learning environment for all staff to encourage and promote staff development
- Maintain a personal record of professional development.
- Be responsible for orientation and training needs of all nursing and healthcare staff working in the Nursing Bank.
- Participate in staff probation evaluation and staff performance with individuals involved and with teaching and supervisory staff.
- Facilitate the arrangements 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.
- Manages Attendance in accordance with policies and procedures of the hospital seeking advice and guidance from Occupational Health and HR as appropriate.
- Lead by example a professional punctual and dedicated team.
- Assist in the recruitment selection and training of staff with professional advice and support from Human Resources.
- Create and promote open communications healthy working relationships and stimulate initiative amongst ward staff.
- Motivate team members by agreeing goals and objective through performance review.
- Completion of relevant training and availing of supports in the Leadership Academy including coaching mentoring and leadership development as applicable.
- Champions new initiatives. Demonstrates an ability to lead his/her team. Takes ownership. Inspire others. Lead by example while focusing on the achievement of operational and strategic goals.
- Supervises duties of all non-nursing personnel.
- Deal efficiently with all complaints promptly and take proactive preventative action in consultation with the Nursing Manpower Manager or Manager of the Specialty if appropriate.
- Analyse and provide regular information reports and data to Senior Nurse Management to ensure there are systems in place for the provision of out of hours cover.
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.: EPR Pims Order comms Symphony sap core.
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:
Please go to for details of the core competencies
GENERAL
Applications can be submitted on-line at 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.
Closing Date: Before close of business on: 8th September 2025
Informal enquiries to Ms. Ann Connolly by phoneor email
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:
Manager
Employment Type
Full-Time
Key Skills
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