Renal System Administrator (RSA) Clinical Nurse Manager 1 (10.005 (2025))
Renal System Administrator (RSA) Clinical Nurse Manager 1 (10.005 (2025))
Posted on :
05-10-2025
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Job Description
JOB DESCRIPTION
Renal System Administrator (RSA) -Clinical Nurse Manager 1
Full time Permanent position
Reference No: 10.005 (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 full time 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:
56642 by 8 increments to 66705
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 RSA CNM1 will perform such duties as are outlined in this job description.
5. Hours of work:
Normal working hours are 37.5 worked over 7 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 two 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 3)
Security Network Account Management
Staff Training
Configuration Management
Application Review of eMed
Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 2)
Managing Yourself - Team player / Planning & Organising (level 2)
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 3 Managing the service Delivery of Results 3 Managing Change Problem Solving & Decision Making 2 Managing Change Communications & Influencing 2 Managing Yourself Team player 2 Managing Yourself Planning and Organising 2 Managing People People Management 2 Managing People Leadership 2
Please go to 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 Lorna Yeates (CNM3 Nephrology Department) by phoneor email
Renal System Administrator (RSA) -Clinical Nurse Manager 1
Full time Permanent position
Reference No: 10.005 (2025)
BACKGROUND
In 2007 the National Renal Strategic Review Group identified the development of a renal health intelligence system for Ireland as a key requirement. This system compromises primarily of a National Clinical Patient Management System deployed in each of the locations where the renal services are currently delivered. The Kidney Disease Clinical Patient Management System (KDCPMS) is an electronic patient record system designed to improve care for all patients who attend a Renal (Kidney) specialist team in Ireland. The KDCPMS programme is jointly managed by Technology and Transformation (formally eHealth) and the National Renal Office (NRO).
PURPOSE OF THE ROLE
The Renal System Administrator (RSA) will work alongside clinical teams to support the KDCPMS through the use of eMed. They will be responsible for managing the administrative and operational aspects within the Nephrology department including patient scheduling administrative support for clinical staff managing electronic patient records and ensuring the smooth functioning of daily operations. The RSA will play a vital role in maintaining an efficient safe and effective clinical patient management system through the use of ICT and EMED to ensure efficient workflows and supporting the renal multidisciplinary team in education and training network account and configuration management.
1. QUALIFICATIONS
Each candidate must on the latest date for receiving completed application forms for the office:
In 2007 the National Renal Strategic Review Group identified the development of a renal health intelligence system for Ireland as a key requirement. This system compromises primarily of a National Clinical Patient Management System deployed in each of the locations where the renal services are currently delivered. The Kidney Disease Clinical Patient Management System (KDCPMS) is an electronic patient record system designed to improve care for all patients who attend a Renal (Kidney) specialist team in Ireland. The KDCPMS programme is jointly managed by Technology and Transformation (formally eHealth) and the National Renal Office (NRO).
PURPOSE OF THE ROLE
The Renal System Administrator (RSA) will work alongside clinical teams to support the KDCPMS through the use of eMed. They will be responsible for managing the administrative and operational aspects within the Nephrology department including patient scheduling administrative support for clinical staff managing electronic patient records and ensuring the smooth functioning of daily operations. The RSA will play a vital role in maintaining an efficient safe and effective clinical patient management system through the use of ICT and EMED to ensure efficient workflows and supporting the renal multidisciplinary team in education and training network account and configuration management.
1. QUALIFICATIONS
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 of Nurses held by Nursing and Midwifery Board of Ireland.
- Have 3 years post registration experience and a minimum of 1 year in the speciality or related area.
- Have the clinical managerial and administrative capacity to properly discharge the functions of the role.
- Have excellent communication and interpersonal skills.
- Demonstrate evidence of continuing learning and professional development.
- Have proficiency in the English Language.
Desirable Criteria:
- Have a postgraduate diploma in Renal Nursing.
- Have prior experience with eMed or similar ICT and/or Electronic Patient Record (EPR) systems.
- Have prior experience completing audits and delivering education training systems.
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 full time 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:
56642 by 8 increments to 66705
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 RSA CNM1 will perform such duties as are outlined in this job description.
5. Hours of work:
Normal working hours are 37.5 worked over 7 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 two 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.
- Contribute to the development and maintenance of nursing standards protocols and guidelines consistent with the highest standards of patient care
- Be responsible for the development and supervision of staff and the teaching of student nurses.
- Maintain professional standards in relation to confidentiality ethics and legislation.
- Demonstrate behaviour consistent with the values of the hospital.
- Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospects.
- Implement and assess quality management programmes and participate in clinical audits as required.
- Development of risk assessments and ensure completion of incident/near miss forms
- Reporting relationship is to the CNM2 and CNM3/ADON.
- Professional accountability is to the Director of Nursing.
SPECIFIC ACCOUNTABILITY
Managing the Service - Quality & Safety of Service / Delivery of Results (level 3)
Security Network Account Management
- Set up accounts disable accounts and suspend as appropriate.
- Reporting and following up any delays of passwords issuing.
- Adherence to the Kidney Disease Clinical Patient Management System (KDCPMS) Guidance Document No 1 Guidelines to Account Management within KDCPMS.
- Adherence to the KDCPMS Guidance Document No 2 Data Access and Acceptable Usage Policy and Guidance.
- Instructing each new staff member on how to complete the Domain Account Request form.
- Sending completed forms through the appropriate channels for account set-up i.e. LanDesk or directly to the service desk.
- Following up on delays in Accounts set up in accordance with KDCPMS policy documents.
- Receiving all new account details from service desk through encrypted files and delivering to each new staff member.
- Informing all users of the rules surrounding information governance in use of the Renal Application.
- Distributing basic security fact sheet and maintaining supporting documentation i.e. sign off sheet to ensure data security.
- Setting up new staff eMED Renal application account.
- Training of the access rules in the usage of the eMED renal application
- Monitoring that user accounts are all current and staff employed in the renal service.
- Suspending or disabling the user account when a person is no longer working in the renal service e.g. junior doctors nursing staff etc.
- Assessing annually the on-going training needs of staff to include accessing patient data inappropriate access. Data privacy and other relevant issues using the eMED renal application.
- The Renal System Administrator role must operate in accordance with the ICT Application Administration Policy (ICT-POL-4). This policy outlines the responsibilities of User Administrators in the hospital including the requirement that all system support issues requests and change requests be raised and managed via the Service Desk System.
- Will liaise with ICT Service Desk for the HSE to manage and support issues requests and change request for the HSE Citrix environment.
Staff Training
- Delivery of training on a needs basis to all new eMed renal users e.g. Medical staff/Nursing/Dieticians etc.
Configuration Management
- Updating of any new consumables to the system and ensuring correct model numbers and codesare used.
- The generation of the Clinical Practitioners tables and the population of operators lists in each compartment.
Application Review of eMed
- Examine appropriate use of application as per training manual to include renal timeline management patient location and clinical notes from all renal areas include Haemodialysis Renal Home Therapies Renal Specialities and multidisciplinary team members.
- Maintaining class configuration with authorisation and timeout configuration set up.
- Ensuring correct patient identification for duplication errors and appropriate lab management.
- Testing of new versions and setting up of test schedules as all new versions of eMed require testing and approval prior to any change
- The development of reports for local management and data gathering which may include anaemia management dialysis adequacy renal bone disease Chronic Kidney Disease (CKD) number of transplants and number of patients commencing dialysis.
- Ensure regular National and hospital audits are conducted to reflect future service needs
Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 2)
- Acts quickly to address urgent matters. Addresses problems through balanced decisions making while identifying learnings.
- Assists with the development of and implementation of strategic and operational priorities through the provision of feedback and key learnings.
- Adopt a range of communication techniques to explain complex information.
- Tailors their communication style dependent on the audience and situation.
- Manages the adherence to company policy on confidentiality and data protection.
- Is able to make decisions with the information available in a timely manner.
- Demonstrates lateral thinking.
- Is perceptive of potential issues. Involves other as required.
- Accurately anticipates likely consequences of actions/ decisions.
- Keep colleagues patients and other informed in a timely and open manner.
- Actively listens and clearly explains things to others.
- Promotes confidentiality and data protection amongst the team.
- Effective communicator via all channels.
Managing Yourself - Team player / Planning & Organising (level 2)
- Proactively develops and nurtures workplace relationships.
- Liaise with other Hospital staff and departments in order to promote and maintain good working relationships and high standards of care and service for patients.
- Is open approachable and able to give and receive feedback aware of their impact on the team.
- Assists others shares learnings and updates.
- Delegates effectively to the team and ensure timelines are met by efficient use of resources.
- Assists in the development and implementation of operational plans to ensure smooth and consistent execution of tasks.
- Endeavour to keep abreast of recent trends in development by reading widely.
- Research and promote quality initiatives that are evidence based.
- Prioritises team working as appropriate.
- Prioritises; update team systems and schedules as appropriate.
- Communicates updates risks and inability to achieve deadlines.
- in an emergency to redeploy personnel when requested with other wards or Hospital Departments
Managing People People Management / Leadership (level 2)
- 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.
- Assist in the orientation of all new staff to the renal service.
- Demonstrates self- awareness and actively seek feedback.
- Proactive re self-development and engagement.
- Embraces and encourages change.
- Creates an environment for others to flourish.
- Ensure compliance with legal requirements policies and procedures affecting service users staff and other hospital matters.
- Maintain all necessary clinical and administrative records and reporting arrangements.
- Inspire commitment passion and innovation.
- Seek input of others and delegate as appropriate.
- Create and promote open communications healthy working relationships and stimulate initiative among the Nursing and Healthcare team.
- Completion of relevant training and availing of supports in the Leadership Academy including coaching mentoring and leadership development as applicable.
- Motivate team members by agreeing goals and objective through performance review. Maintain team work and only when necessary take action in accordance with the Hospitals disciplinary policy.
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.
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 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 Lorna Yeates (CNM3 Nephrology Department) 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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