Deputy Porter Manager

Post Title:

Deputy Portering Services Manager (Grade VI)

Post Status:

Permanent

Department:

General Services Portering

Location:

Beaumont Hospital Dublin 9 Ireland.

Reports to:

Accountable to:

Portering Manager

Head of General Services

Salary:

Appointment will be made on Grade VI salary scale (57325 - 65363 LSIs) at a point in line with Government pay policy.

Hours of work:

35 hours full time.

Closing Date:

12 Noon on 18th of September 2025

The duties assigned to the post will be at the level of responsibility of a Deputy Portering Services Manager. The Deputy Portering Services Manager will carry out his/her duties under the direction and control of the Portering Services Manager and General Services Manager. The duties include but are not limited to;

To manage the Portering Services in conjunction with/ in the absence of the Portering services include all areas where Portering staff currently provide a service or may do in the future (i.e. new buildings / developments on site). Management of this services includes but is not limited;

• Rostering deployment of staff.
• Allocations of duties
• Supervision and training of staff
• Recruitment of temp/permanent staff.
• Completion and maintenance of all records / documentation
  Including Annual Leave Sick Leave Late Attendance.
  - Completion and validation of all salary returns utilising the most up to date methods
  - Employment set ups and the development of job descriptions

Assist in the overall development maintenance and smooth running of the service including the establishment maintenance and reviewing of procedures systems and records including IT for the efficient functioning of the department.

• Identify personnel equipment/uniforms needed to provide the service in association with Portering Services Manager develop departmental budget and monitor and control same.
• Create a customer service orientation in the provision of the services by liaising with department heads.
• In conjunction with the personnel department deal with industrial relations issues as set out by Beaumont Hospital Personnel Policies and Procedures manual.
• Ensure communication amongst staff to include regularly scheduled staff meetings recording and circulating minutes of same.
• Serve as a resource to staff to guide coach and make referrals where necessary.
• Liase with Health and Safety Co-ordinator in relation to compliance with Health and Safety Legislation.

Assist with the provisions of the following services;

• Audio Visual Equipment: Maintenance and distribution of audio visual equipment including the smooth running of lecture theatres and tutorial rooms.
• Post Room: To supervise maintain review and develop the postal services to the site.
• Mortuary: To supervise maintain review and develop this service.

Training: Reviews overall training requirements for the department in conjunction with the hospitals training manager.

• Devise a database for maintaining adequate records of staff training.
• Ensure all staff undergo mandatory training.
• Manage the training budget in conjunction with Patient Services.

As senior member of the Patient Services Department to contribute to the overall running and development of the department. Keep the Patient Services Manager up dated on all issues that affect the department / hospital in general.

To perform such other duties to the post as may be assigned to him/her from time to time by the Patient Services Manager or other such officers as designated by the Beaumont Hospital Board.

Conditions of Appointment

A Qualifications

(1) Education Experience requirements etc.

Each candidate must:-

1. Have satisfactory experience in a permanent and pensionable office under a health board local board or vocational education committee in the state or the General Medical Service (Payments) Board St James Hospital Board Beaumont Hospital Board An Bord Altranais or the Local Government Computer Service Board at a level not lower than Grade IV;

and

1. Have not less than two years satisfactory experience in a permanent and pensionable capacity either in that office or in an offices at a level not lower that of a clerical officer under the health board local authority or vocational education committee in the State of General Medical Services (Payments) Board St James Hospital Board Beaumont Hospital Board An Bord Altranais or the Local Government Computer Service Board;

and

1. Posses sufficient administrative capacity to discharge the functions of the grade.

(2) Age

Candidates must be 18 years of age or over and under the age of 65 years on the first day of the month in which the latest date of the receipt of application occurs.

(3) Health

Candidates or any person holding the office must be free from any defects of disease which would render them unsuitable to hold the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

For the purpose of satisfying requirements as to health it will be necessary for each successful candidate before he/she is appointed to undergo a medical examination by a qualified medical practitioner to be nominated by the Chief Executive or designated officer. Defects reported as a result of this examination in respect of teeth vision tonsils or other such matters must be remedied before appointment. The candidate shall be responsible for payments of the fee of the medical examination.

(4) Character

Candidates for and any person holding the office must be of good character.

B Particulars of Office

(1) The office os wholetime and permanent subject to one months notice on either side (or notice as required under the Minimum Notice and Terms of Employment Act 1973) which need not necessarily expire on the anniversary of the date on which the appointment the case of Unfitness or Misconduct the employment maybe terminated at any time.

(2) Probation: The person shall be on probation for a period of one year or such longer period as may be determined by the Chief Executive or designated officer and shall cease to hold office at the end of the period of probation unless during such period service in the office has been determined by the Chief Executive or designated officer to be satisfactory.

Periodical increase of salary shall not take effect until the Chief Executive of designated officer certifies that the service of the person concerned has been satisfactory during the year immediately preceding the date of such certificates.

(3) Remuneration: Current Salary Scale Grade 6 per annum Long Service Increment Salary paid monthly on the last day of the month by credit transfer.

(4) Superannuation: Please note that the Class A rate of PRSI contribution will apply to persons appointed to pensionable health service officer posts on or after 6^th April 1995 unless

1. any such person is immediately prior to appointment serving elsewhere in the public sector in a position in respect of which she/he is paying the Class BC or D rate of PRSI contribution or
   
   
2. any such person is serving with an agency to which the Local Government Superannuation code the Voluntary Hospital Superannuation Scheme or in the case of medical officer posts the Nominated Health Agencies Superannuation Scheme applies on 5 April 1995 and is paying full PRSI (Class A) on that date and without a break in employment is subsequently appointed to a pensionable health services officer post.
   
   With reference to those mentioned in paragraphs (a) above Superannuation contributions will be payable in accordance with the provisions of the Local Government (superannuation) Act 1956 the Local Government (superannuation) (Consolidation) Scheme 1998 as appropriate at the rate of 5% of the annual remuneration of the officer. A further deduction of one and a half percent of the annual remuneration will be payable under the Spouse and Childrens Pension Scheme. Persons having previous service with certain specified statutory bodies may have this service reckoned under the provision of the Local Government (superannuation) Act. Details of the other statutory bodies may be obtained on request.
   
   It should be noted that temporary wholetime services and certain part-time service as an officer or employee of Local Authority must be reckoned for Superannuation purposes on appointment to a permanent post.
   
   The right to opt for a refund of contributions in lieu of preserved benefits will not apply to any officer or employee becoming pensionable under the Local Government (superannuation) (Consolidation) Scheme 1998 on or after 1^st February 1995 i.e. preserved benefits will apply compulsorily to such staff.
   
   

(5) Retirement

The person appointed will on reaching 65 years cease to hold office.

(6) Sick Leave

Payment of salary during illness will be in accordance with arrangements as approved of

from time to time by the Minister for Health.

(7) Hours of Duty

Currently the normal office hours extend over a five day week Monday to Friday 9.00 am to

5.00 pm with one hour off for lunch (35 hours per week). In the case of senior appointments

it is inappropriate to specify rigid hours of attendance as the duties and responsibilities may

require attendance outside the normal office hours.

In order to comply with Section 33 of the Organisation of Working Time Act 1997 which

limits the number of hours an employee is permitted to work in a given period all employees

are obliged to notify the hospital if they engage in any employment in addition to their post
with Beaumont Hospital.

(8) Annual Leave

The period of leave in the basis of a five day working week is 30 days in each leave year.

(9) Voluntary Health Insurance Scheme

A group scheme operates for those members if the staff wishing to participate in the
Voluntary Health Insurance Boards Scheme. Contributions are deductions by the Salaries

Department. Details are available from the Personal Department.

(10) Staff are advised that the Board does not accept responsibility for property lost or damaged
on the hospital premises weather by fire theft or otherwise with the exception of money
or valuables which have been handed over to the Board for safe custody and for which a
receipt has been given. Members of staff are accordingly advised to cover themselves by
insurance so far as they think proper.

(11) The appointee will be required to keep a record of his/her time keeping when reporting for

and on completion of duty as directed by the board.

(12) Disciplinary Procedure

Details of the Boards Disciplinary Procedure may be obtained from the Personnel

Department or the appointee Head of Department.

(13) Confidentiality

In the course if your employment you may have access to or hear information concerning

the medical or personal affairs of patient and /or staff or other health service business.
Such records and information are strictly confidential and unless acting in the instructions of
an authorised officer on no account must information concerning staff patients or other
health services business be divulged or discussed except in the performance of normal
addition records must never be left in such a manner that unauthorised persons can

obtain access to them and must be kept in safe custody when no longer required.

(14) Staff Identification

It is the hospital policy that all staff members wear their identification card while on duty.
Before commencing with the hospital each staff member should contact the Security

Department by telephoningregarding the identification card which is also used
for staff Car Parks.

Where a staff member concludes employment with the hospital that person must without

delay return the card to the Personal Department or the Security Department.

Informal Queries:

Ilie Pop