Clinical Nurse Manager 2 Renal Day Unit Temporary contract (11.027 (2025))

Dublin - Ireland

Monthly Salary: Not Disclosed

Posted on: 15 hours ago

Vacancies: 1 Vacancy

Job Summary

JOB DESCRIPTION

Clinical Nurse Manager 2 Renal Day Unit -Temporary contract

Reference No: 11.027* (2025)

PURPOSE OF THE ROLE

The CNM 2 in the Renal Day Unit will be responsible for the provision of quality service in line with standards of Renal practice.
Ensure a high standard of care is delivered safely to all patients in accordance with the Hospital policies and procedures.
Ensure the use of evidence based practice and best practice standards for the patient by all staff.
Develop strategic approach to development of services and structures.
Demonstrate managerial and leadership skills to promote open and effective communications healthy working relationships and embracing continuous quality improvement and the management of changes necessary.
Ensure that staffing levels and skill mix are appropriate and within the resource allocation.

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.
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
Be able to demonstrate managerial abilities.
Have a recognised interest in teaching and continuing professional development

Desirable Criteria

Have a postgraduate diploma in Renal Nursing
Experience working in the Renal services

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 temporary and pensionable on a specified purpose contract.

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 is:

61463 by 11 increments to 77666 incl. 1 LSI

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 2 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 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 awareness of the primacy of the patient in relation to all Hospital activities.
Encourage recognition of the patient as an individual ensuring patients needs and comfort are given priority.
Work within the Scope of Practice
Comply with all existing Hospital policies
Demonstrate knowledge of the Hospital/Departmental emergency plans
Ensure the provision of a high standard of care to the patient and families is consistent with the mission vision values and strategic plan of the Hospital.
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 Prospectus.
Reporting relationship will be to the CNM3 and Assistant Director of Nursing.
Be professionally accountable to the Director of Nursing.

SPECIFIC ACCOUNTABILITY

Managing the Service - Quality & Safety of Service / Delivery of Results (level 3)

Manage the Renal Day Unit taking responsibility for the safe delivery and coordination of nursing services ensuring effective efficient and high-quality specialist nursing care.
Ensure a high standard of care is delivered safely in accordance with hospital policies procedures and guidelines.
Be accountable for the nursing service provided in the Renal Day Unit ensuring evidence-based patient care at all times.
Review patient pathways and initiate process improvements where required.
Engage with ICT regarding systems and identify opportunities for service development to enhance patient care.
Participate in cost awareness and control policies ensuring efficient unit utilisation and audit compliance.
Conduct staff appraisals and provide counselling as needed.
Supervise and develop staff while supporting the education of student nurses.
Attend hospital management meetings and keep staff informed of relevant developments.
Ensure adequate levels of consumables and supplies and the units equipment is properly checked according to hospital policy.
Actively participate in patient education health promotion and quality audits following through on recommendations.
Challenge existing approaches constructively to improve service delivery.
Research and promote evidence-based quality initiatives.
Report accidents incidents and complaints to the CNM3/ADON ensuring all necessary documentation is completed and submitted appropriately.

Managing Change - Problem Solving & Decision Making / Communications & Influencing (level 3)

Address challenges through balanced decision-making and identify key learnings.
Support the development and implementation of strategic and operational priorities by providing feedback and insights.
Maintain a proactive solution-focused approach effectively engaging others to implement difficult decisions.
Use a range of communication techniques to convey complex information clearly.
Adapt communication style to suit different audiences and situations.
Ensure compliance with confidentiality and data protection policies.

Managing Yourself - Team player / Planning & Organising (level 3)

Demonstrate flexibility by working in other areas of the Medical Service when required.
Delegate effectively ensuring tasks are completed on time and resources are used efficiently.
Assist in developing and implementing operational plans for smooth task execution.
Research and promote evidence-based quality initiatives.
Consider team dynamics when making decisions addressing conflicts setting clear goals embracing diversity and fostering collaboration.
Offer recognition and support to enhance team performance.
Build and leverage professional networks to plan and organise workload effectively.
Develop and implement essential operational plans systems and processes.
Monitor performance assess risks and evaluate impacts.

Managing People People Management / Leadership (level 3)

Ensure staffing levels and skill mix are appropriate within resource allocations. Develop duty rosters to effectively manage workload fluctuations case complexity planned unit activity and staff absences.
Utilise educational opportunities to maintain high standards of patient care.
Assist in the recruitment selection and training of staff ensuring all new nursing and support staff receive a thorough orientation and induction. Clearly define their duties responsibilities and performance expectations.
Support and facilitate mandatory training attendance for staff.
Participate in staff evaluation performance reviews and development planning in collaboration with teaching and supervisory staff.
Foster open communication healthy working relationships and a culture of initiative among ward staff.
Motivate team members by setting goals and objectives through performance reviews.
Identify and plan staff development needs in coordination with the Director of Nursing Director of Organisational Development and Coordinator of Education & Research.
Organise and participate in training and education for hospital staff including undergraduate and postgraduate students.
Completion of relevant training and availing of supports in the Leadership Academy including coaching mentoring and leadership development as applicable.
Ensure adherence to hospital uniform policy for staff and student nurses.
Promote teamwork and address any issues in line with hospital disciplinary policy. Establish formal communication mechanisms including regular staff meetings.
Lead by example aligning efforts with operational and strategic goals.
Engage in leadership development through the Leadership Academy including coaching and mentoring.
Supervise 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	3
Managing the service	Delivery of Results	3
Managing Change	Problem Solving & Decision Making	3
Managing Change	Communications & Influencing	3
Managing Yourself	Team player	3
Managing Yourself	Planning and Organising	3
Managing People	People Management	3
Managing People	Leadership	3

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 9th December 2025

Informal enquiries to: Lorna Yeates CNM3 Renal Service by phone/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 2 Renal Day Unit -Temporary contractReference No: 11.027* (2025)PURPOSE OF THE ROLEThe CNM 2 in the Renal Day Unit will be responsible for the provision of quality service in line with standards of Renal practice.Ensure a high standard of care is delivered safel...