Portering Supervisor (Nights) (05.005 (2026))
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Job Summary
Job Title: Portering Supervisor (Nights)
Reference No: 05.005 (2026)
Department / Directorate: Portering / Estates & Facilities Management Directorate
Reports to: Manager or Deputy
Tallaght University Hospital (TUH) is an exciting and dynamic place to work. The team at the Hospital are in the midst of implementing a new hospitalstrategythat has already delivered on the opening of a new renal unit day surgery centre step down facility in the community and the start of building works on a new ICU extension. It is an exciting time to join the TUH team and one of Irelands main teaching hospitals with so many plans to enhance patient care. The Hospital believes in investing in their team and offers excellent education and research opportunities.
TUH is one of Irelands largest acute teaching hospitals adult psychiatric and age-related healthcare on one site. The Hospital has 495 adult beds with over 3500 people on staff with over 50 different nationalities represented. The Hospital is a provider of local regional and national specialties. It is also a national urology centre the second largest provider of dialysis services in the country a regional orthopaedic trauma centre and a designated trauma unit.
TUH is one of the two main academic teaching hospitals of Trinity College Dublin - specialising in the training and professional development of staff in areas such as medicine nursing health and social care professionals emergency medicine and surgery amongst many others. TUH is part of the Dublin Midlands Hospital Group which serves a population of over 1.2 million across seven counties.
TUH Vision and Values
The vision of the Hospital is People Caring for People to Live Better Lives through excellent health outcomes supported by evidenced based practice positive patient and staff experience in an empowering and caring environment. A culture of innovation and quality improvement in everything we do.
Our TUH CARE values for patients their families our community and staff are:
A full overview of TUH is available on us
Purpose of the role:
The Portering Night Supervisor shall provide support in a supervisory capacity to the Logistics and Portering Manager and to the team of Portering staff. The role is that of a working supervisor whereby the post holder shall undertake the normal duties and responsibilities of a Porter when time permits but also carry additional responsibilities.
Overview of role:
Key Duties and Responsibilities
Qualifications & Experience required
Reward & Recognition
Application process
Applications must 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.
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.
Informal Enquiries to: Derek McDonnell Logistics and Portering manager - Telephone (01)or email
Closing Date: Before close of business on: Tuesday 19th May 2026
TUH Core Competencies:
Please go to for details of the core competencies
SUPPLEMENTARY INFORMATION
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.
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.
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 the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted 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 the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment in respect of previous experience in the Civil Service local authorities health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospitals discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital in accordance with the Minimum Notice and Terms of Employment Act 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one 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.
Sick Leave
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.
Health & Safety
Hygiene / Infection prevention and control
Quality safety and risk management
Data Management
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.
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.
Reference No: 05.005 (2026)
Department / Directorate: Portering / Estates & Facilities Management Directorate
Reports to: Manager or Deputy
Tallaght University Hospital (TUH) is an exciting and dynamic place to work. The team at the Hospital are in the midst of implementing a new hospitalstrategythat has already delivered on the opening of a new renal unit day surgery centre step down facility in the community and the start of building works on a new ICU extension. It is an exciting time to join the TUH team and one of Irelands main teaching hospitals with so many plans to enhance patient care. The Hospital believes in investing in their team and offers excellent education and research opportunities.
TUH is one of Irelands largest acute teaching hospitals adult psychiatric and age-related healthcare on one site. The Hospital has 495 adult beds with over 3500 people on staff with over 50 different nationalities represented. The Hospital is a provider of local regional and national specialties. It is also a national urology centre the second largest provider of dialysis services in the country a regional orthopaedic trauma centre and a designated trauma unit.
TUH is one of the two main academic teaching hospitals of Trinity College Dublin - specialising in the training and professional development of staff in areas such as medicine nursing health and social care professionals emergency medicine and surgery amongst many others. TUH is part of the Dublin Midlands Hospital Group which serves a population of over 1.2 million across seven counties.
TUH Vision and Values
The vision of the Hospital is People Caring for People to Live Better Lives through excellent health outcomes supported by evidenced based practice positive patient and staff experience in an empowering and caring environment. A culture of innovation and quality improvement in everything we do.
Our TUH CARE values for patients their families our community and staff are:
- Collaborate together and with our academic and care partners
- Achieve our goals positive outcomes and wellbeing
- Respect for patients each other and our environment
- Equity for patients and staff
A full overview of TUH is available on us
Purpose of the role:
The Portering Night Supervisor shall provide support in a supervisory capacity to the Logistics and Portering Manager and to the team of Portering staff. The role is that of a working supervisor whereby the post holder shall undertake the normal duties and responsibilities of a Porter when time permits but also carry additional responsibilities.
Overview of role:
Key Duties and Responsibilities
- Assist the Logistics and Portering Manager to draw up rosters for porters in consultation with the relevant Departmental Manager
- Identify and implement with the Logistics and Portering Manager and relevant Departmental Manager operational processes to the standards of best practice in order to optimise use of resources and to ensure compliance with statutory requirements and deliver efficient operation
- Co-ordinate the portering duties i.e. the safe movement of patients to and from the wards and within the x-ray department
- Ensure the portering team have knowledge regarding the specialised areas e.g. M.R.I Nuclear Medicine C.T. Angiography and Paediatrics
- Ensure team have adequate knowledge of the safe storage and transport of Oxygen/Medical Gases within the department and when transporting patients to and from the wards
- Ensure the team have had adequate training Manual handling Fire. Correct use of the Hoist Crisis Intervention
- Prioritise patient movement to specialised areas and when and if Emergency requests are made by the Medical Teams
- Monitor workload of portering team and answer emergency portering calls within the department
- Ensure portering team have an awareness of correct protocols with regard to the Linen/Laundry and Waste Disposal
- Liaise with the Logistics and Portering Manager regarding holiday/sick leave replacements
- Assist the Logistics and Portering Manager to lead and co-ordinate the work of the Portering Services team allocating staff according to patient needs and applying maximum delegation compatible with safety
- Ensure with the Logistics and Portering Manager that work schedules and work programmes are created to provide for the most effective and efficient deployment of staff and other resources and are changed systematically in the light of changes in the services provided
- Assist the Logistics and Portering Manager to lead changes in work practices procedures techniques or technologies having regard to developments and in accordance with agreed core standards and best practice. Introduce and maintain systems for evaluating the service being provided
- Promote positive working relationships with the Departments Wards and Programmes requiring Portering Services
- Facilitate the arrangements necessary and participate where appropriate in continuing education and training
- Attend meetings as required by Hospital Management and keep staff briefed on developments in the Hospital
- Assist the Logistics and Portering Manager/Manager to lead by example a professional punctual and dedicated team
- Assist the Logistics and Portering Manager/Manager in ensuring that staffing levels and skill mix are appropriate and within the resource allocation
- Effectively liaise with Senior Department Management regarding the supervision and rostering of staff
- Create and promote open communications healthy working relationships and stimulate initiative among the Portering Services team
- 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
- Assist the Logistics and Portering Manager with quality initiatives such as Benchmarking Sustaining Progress and Accreditation
- Any other portering duties assigned by Portering Management
Qualifications & Experience required
- Have been educated to Leaving Certificate standard
- Have passed an examination of comparable standard at second level
- Have satisfactory relevant experience which encompasses demonstrable equivalent skills
- Have a minimum of 2 years previous healthcare experience in a Supervisory role in a similar environment
- Have excellent interpersonal and communication skills
- Have good organisational abilities and administration experience.
- Have a sound knowledge of Hospital Portering requirements
- Demonstrate an ability to work on their own initiative while also being part of a busy team
- Have fluent command and understanding of English language to include spoken and written.
- Have undertaken or commit to undertake the relevant FETAC Accredited Course.
- Demonstrate self-motivation and drive in a work environment
- Demonstrate the importance of a patient focused approach to work
- Have sound knowledge of policies & procedures with in the portering department.
- Have sound knowledge of Employee Relations.
Reward & Recognition
- Salary Scale is effective 1st February 2026 (41617 - 48564)
- The appointment is Permanent and pensionable.
- The annual leave entitlement is 23 working days per year. The leave year runs from 1st April to the 31st of March each year.
- Normal working hours are 39 worked over 7 days. Your contracted hours of work are liable to change between the hours of 8pm to 8am over 7 days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.
Application process
Applications must 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.
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.
Informal Enquiries to: Derek McDonnell Logistics and Portering manager - Telephone (01)or email
Closing Date: Before close of business on: Tuesday 19th May 2026
TUH Core Competencies:
| Core Area | Competency | Level |
| Managing the service | Quality & Safety of Service | 2 |
| Managing the service | Delivery of Results | 1 |
| Managing Change | Problem Solving & Decision Making | 2 |
| Managing Change | Communications & Influencing | 2 |
| Managing Yourself | Team player | 1 |
| Managing Yourself | Planning and Organising | 1 |
| Managing People | People Management | 1 |
| Managing People | Leadership | 1 |
Please go to for details of the core competencies
SUPPLEMENTARY INFORMATION
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.
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.
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 the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted 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 the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment in respect of previous experience in the Civil Service local authorities health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospitals discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital in accordance with the Minimum Notice and Terms of Employment Act 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one 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.
Sick Leave
- There is provision for sick pay at the Hospitals discretion subject to the regulations and details found in the Staff Handbook/ Personnel Policy Manual as per the Hospitals sick leave policy.
- In the event of absence from work you are required to contact your Manager/Supervisor within one hour of starting time on the first day of absence while a Medical Certificate is required for any illness lasting in excess of two days. Failure to comply with the sick leave policy may result in a loss of pay for the period of absence and may also incur disciplinary action.
- Make 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.
- Collect interpret and present data and information on the Departments activities staffing and expenditure as required.
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.
Health & Safety
- All employees must comply with the Safety Health and Welfare at Work Act 2005.
- Comply with relevant Health and Safety responsibilities as outlined in Hospital Polices Protocols and Procedures relevant to your area.
- Take reasonable care to protect your own safety health and welfare and that of any other person who may be affected by your acts or omissions at work.
Hygiene / Infection prevention and control
- All employees have responsibility for Hygiene awareness. Hygiene is defined as The practice that serves to keep people and environments clean and prevent infection.
- All employees also have a responsibility under their terms of employment to prevent transmission of infection and to follow the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- All employees must be aware that they work in an area where there is potential for transmission of infection.
- All employees have a responsibility to follow hand hygiene guidelines as this is the single most important intervention to prevent the transmission of infection.
Quality safety and risk management
- Support the delivery of the Quality Safety and Risk Management Programme including the appropriate identification and management of risks and incidents throughout the hospital.
Data Management
- Ensure compliance with the obligations required by the Data Protection Act 2018.
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.
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.
Required Experience:
Manager
