Clinical Nurse Manager 3 Gastroenterology Services & Dorothy Price Ward (10.003 (2025))

Dublin - Ireland

Monthly Salary: Not Disclosed

Posted on: 30+ days ago

Vacancies: 1 Vacancy

Job Summary

JOB DESCRIPTION

Clinical Nurse Manager 3 Gastroenterology Services & the Dorothy Price Unit

Permanent Full time

Reference No: 10.003 (2025)

PURPOSE OF THE ROLE
The role of the CNM3 for both the Gastroenterology service and the Dorothy Price unit is pivotal to the co-ordination and management of the Nursing service and the resources within those services.

The successful candidate will manage the Gastroenterology Nursing service encompassing a newly expanded Endoscopy Unit Endoscopy Triage Pre-assessment Validation and Accreditation GI OPD Capsule Endoscopy Inflammatory Bowel Disease Hepatology and Upper GI Manometry.

The appointed candidate will also manage the Dorothy Price unit nursing services. Dorothy Price currently comprises of 18 inpatient beds 2 minor ops procedure rooms and has the capacity to facilitate day procedures in theatre.

The CNM 3 has a pivotal role in the co-ordination and management of activity and resources within the clinical area. The main responsibilities will include: professional and clinical leadership resource management developing nurse-led services facilitating good communication creating an effective learning environment and efficient management of human and financial resources to ensure a high quality service.

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 in the acute care setting.
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.
Experience working in specialist area.
Have excellent communication and interpersonal skills.
Demonstrate evidence of continuing learning and professional development
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 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 August 2025:

70725 by 6 increments to 79872

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 ADON in their absence.
Be responsible for the development and supervision of staff and the teaching of student nurses and health care assistants.
Support the ADON 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 their manager 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.
Play an active role in patient education and be actively involved in health education and promotion.
Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus.
Reporting relationship will be to the Assistant Director of Nursing/Directorate Nurse Manager.
Professional accountability is to the Director of Nursing.
The appointed candidate will work in close collaboration with nursing colleagues in the Perioperative Directorate to ensure the smooth management of Day case and Minor Operation procedures.
The CNM3 will be involved in the development and expansion of nursing services in the Hospital.
Demonstrate knowledge of the Hospital/Departmental emergency plans.
Manage own workload in accordance with the needs of the post.

SPECIFIC ACCOUNTABILITY

Managing the Service - Quality & Safety of Service / Delivery of Results (level 4)

Manage monitor and evaluate professional and clinical standards ensuring an evidence based care planning approach.
Ensure that the allocated areas/Departments meet Key Performance Indicators such as the HSE Quality Care Metrics and those set out in the National Clinical Programme for Gastroenterology and Hepatology
Monitor the flow of patients through the departments on a regular basis ensuring efficient patient flow processes are in place
Display qualities of leadership and good communications with all users of the service
Adhere to and contribute to the development and maintenance of nursing standards protocols and guidelines consistent with the highest standard of patient care.
Evaluate and manage the implementation of best practice policy and procedures e.g. admission and discharge procedures control and usage of stocks and equipment grievance and disciplinary procedures.
In consultation with other disciplines implement and assess quality management programmes as appropriate.
Operate within own Scope of Practice seek advice and assistance from his / her manager with any cases or issues that prove to be beyond the scope of his / her professional competence in line with the principles of best practice and clinical governance.
Ensure staff work in compliance with the Scope of Practice.
Participate in relevant perioperative and gastroenterology groups attending meetings and providing reports on elements such as activity services and service development and quality initiatives as required
Contribute to strategic planning processes within the service.
Provide reports on activity and services as required.
Participate in clinical audit as required and ensure that clinical audits are performed in his / her areas of responsibility
Lead on practice development within the clinical area.
Review and manage complaints and put in place action plans to prevent further complaints.
Develop and manage departmental and nursing policy with a particular emphasis on change management. Monitor as appropriate and lead on proactive improvement.
Ensure compliance with legal requirements policies and procedures affecting patients staff and other hospital matters. Ensure Health and Safety standards are met and enforced
Be responsible for the training and development of all staff within Dorothy Price ward and Gastroenterology Services with the assistance of the Clinical Nurse Managers.
Provide cover for Senior Nurse Managers and participate in the out of hours rota if required.
Be familiar with the Hospital and Department Emergency Plan and its implementation.
Develop and maintain professional links with other gastroenterology units external to the Hospital Group.
Formulate service plans and budgets in co-operation with the wider healthcare team.
Manage resources including staff efficiently and effectively to ensure the highest standards of service.
Manage and evaluate the implementation of the service plan and budget.
Ensure the expenditure is controlled within agreed budget/ cash limits and in compliance with the Hospitals financial plan.
Participate in budget planning for the year in relation to the theatre complex.
Communicate the financial savings achieved and participate in the designate of this spend.

Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 4)

Have a can do attitude and implement unpopular decision for the benefit of the service through effective engagement.
In conjunction with the Executive/Clinical Director develops operating 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 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.
Contribute to service development through appropriate continuous education research initiatives keeping up to date with nursing literature recent nursing research and new developments in nursing management education and practice and attend staff study days as considered appropriate.
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.
Engage with the wider healthcare team and facilitate team building.
Facilitate communication at ward and departmental level and within the senior nursing team.
Provide staff leadership and motivation which is conducive to good working relations and work performance.
Promote a culture that values diversity and respect in the workplace.
Maintain a personal record of self-development.
Ensure that developments are research based / participate in research programmes.
Develop / foster research in the Gastroenterology Nursing Service.
In conjunction with the Centre for Learning and Development and the Clinical Nurse Facilitators to promote opportunities for further educational development of staff up to and including MSc.

Managing People People Management / Leadership (level 4)

Set up processes for staff involvement in key decisions.
Promote staff engagement and empowerment.
Provide support and advice to those engaging in continuous professional development in the area of responsibility.
Be familiar with the curriculum training programme for the student nurses and be aware of the clinical experience required to meet the programme.
Participate in the identification development and delivery of induction education training and development programmes for nursing and non-nursing staff.
Provide support supervision and professional development of appropriate staff.
Engage in performance review processes including personal development planning e.g. by setting own and staff objectives and providing and receiving feedback.
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.
Assist in training members of the multi-disciplinary team and change in practice of the delivery of care.
Use relevant educational opportunities to maintain the higher standards of care to patients.
Responsible with the ADON for the organisation and management of the ward and manage day to day running of unit.
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.
Ensure that staffing levels and skill mix are appropriate and within the resource allocation.
Create and promote open communications healthy working relationships and stimulate initiative among the ward team
Review individual needs and plan appropriate care based on nursing needs.
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 staff and students assigned to the unit.
Assist and support mandatory training attendance for staff.
Participate in staff 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.
Lead by example a professional punctual and dedicated team.
Completes and monitors duty rotas and staff planners and promotes wellbeing of staff.
Undertake counselling and appraisal of trained staff as required.
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.

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:

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 or 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.

Closing Date: Before close of business on: 17th October 2025

Informal enquiries to Jane Hally Assistant Director of Nursing - Telephone (01)Bleep 2637 or 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

JOB DESCRIPTIONClinical Nurse Manager 3 Gastroenterology Services & the Dorothy Price UnitPermanent Full timeReference No: 10.003 (2025)PURPOSE OF THE ROLEThe role of the CNM3 for both the Gastroenterology service and the Dorothy Price unit is pivotal to the co-ordination and management of the Nursi...