Clinical Nurse Manager 1 (Deputy PIC – IDS)

Job Title & Grade: Clinical Nurse Manager 1 (Deputy PIC – IDS)

Campaign Reference: RQ835

Closing Date: 21st February 2024

Proposed Interview Date: Week of Monday the 26th of February.

Taking Up Appointment: To be outlined at interview

Informal enquires: Louise Butler, Assistant Director of Nursing and Social Care: 01 6010300 Ext. 382

Location of Post: Peamount Healthcare, Newcastle, Co. Dublin
Details of Service :

Peamount Healthcare is an independent voluntary organisation that provides a range of high-quality health and social care services. We help people return home after a serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in the community.

Reporting Relationship: Person In Charge (PIC)

Purpose of the Post : The Clinical Nurse Manager 1 will be responsible for leading a
a dedicated team in delivering quality health and social care standards and support to adults with Intellectual Disabilities with a person-centred approach and to support and deputise the Clinical Nurse Manager 2/PIC

Areas of work:

  • Rotations may include any of the following areas (All Adult services): Respiratory Rehabilitation, Age Related Rehabilitation, Neuro Rehabilitation, Age related residential care, Adult Intellectual Disability services, Neuro-disability residential services.
  • Involvement in nutrition related committees, audits, projects, food service improvements, providing staff education on nutrition related topics, staff health promotion and providing student training where required.  

The specific duties in above areas will be discussed and agreed with the Dietitian manager upon commencement in post and with regular review. Flexibility is essential and will be required at times to cover the range of different areas and tasks as listed above. Other areas not listed above may be discussed and agreed with the Dietitian manager.

Eligibility Criteria Qualifications & Experience :

Each candidate and every person holding the office must be registered in the Intellectual Disability of the Register of Nurses maintained by NMBI
(Nursing and Midwifery Board of Ireland). I.e.: They must be an R.N.I.D.

Skills, Competencies and Knowledge

The successful candidate will be expected to meet the following:
Essential Criteria:
• Candidates must be registered in the Relevant Division of the Register of Nurses kept by The Nursing and Midwifery Board of Ireland or be entitled to be so registered.
• Have at least 5 years post-registration experience.
• Evidence of consistent updating of clinical skills and knowledge
• Knowledge of person-centred planning

Desirable Criteria:
• Previous management experience and a recognised Qualification in management or a commitment to complete same within an agreed timeframe
• Competent and confident IT skills – Word, Excel, PowerPoint and e-mail
• Demonstrable Coaching & Development skills within clinical practice

Professional/Clinical Responsibilities:

• The CNM1 will practice nursing according to Professional Clinical Guidelines National and Area Health Services Executive (HSE guidelines), local policies, protocols, guidelines and current legislation.

• Contribute to the development and maintenance of nursing standards, protocols and guidelines consistent with the highest standards of resident care.
• To ensure that residents have: –
➢ an individual assessment based on their specific needs.
➢ A plan of care tailored based on their specific needs.
➢ Their plan of care is implemented, and evaluated and 
modifications are made as care needs change.
➢ Involvement of other practitioners of the multidisciplinary team as the context of care to the resident and carer needs demand.

• To actively promote and implement the concept of person-centred care.

• To liaise and report regularly to the PIC on all aspects of Residents’ care.
• To develop and promote good relationships with residents and carers, thus ensuring a holistic approach to care.
• To operate within the 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 competencies.
• To demonstrate effective change management skills.
• To provide strong leadership in clinical practice and act as a resource and role model for clinical practice.
• The Clinical Nurse Manager will need to provide leadership, supervision and support to Nursing and Care Staff in the provision of clinical and care support services.
• To participate in teams as appropriate, communicating and working in cooperation with other team members.
• To ensure that the documentation relating to the resident’s care is by Peamount Healthcare’s standards.
• To collaborate with resident families, carers and other staff in treatment/care planning and in the provision of support and advice.
• To assist in providing staff leadership and motivation, which is conductive to good staff relations and work performance.
• To ensure that service users and staff are treated with dignity and respect.
• Be responsible for the co-ordination, assessment, planning, implementation and review of care for service users according to service standards and HIQA Standards and HIQA
Standards for Residential Services for Adults with Intellectual Disabilities
• To participate in clinical audits as required.
• To ensure that the principles, which govern adjustments to practice as identified in the document “Scope of Nursing and Midwifery Practice Framework” are promoted and adhered to.
• To maintain professional standards in relation to confidentiality, ethics and legislation. Managerial Responsibilities

• Identify the training needs of the Care Staff/Nursing team and support staff.
• Support and champion the continuous upskilling of support staff to ensure they are educated and empowered to take responsibility for routine clinical support tasks e.g. medication management, catheter care etc.
• To lead by example in embracing the social care model. Driving, cooking, shopping and all holistic activities are the role of all staff members when enhancing the lives of residents.
• Support the PIC with management of staff, supervision, and rostering.
• Facilitate and deliver clinical practice training as required.
• Monitor staff performance relating to care and clinical practice and liaise with the team where appropriate to raise the standards of practice.
• Contribute to the development of strategies for the Social Care Unit and to meet the identified and emerging needs of the service users.
• To be responsible for the implementation, overseeing and evaluation of the Staff Induction and Clinical Competencies programme.
• To promote an environment that provides learning and growth for all staff and to participate in the ward-learning programme.
• To facilitate in development an environment conducive to promoting ‘reflective practice’ thus ensuring that care delivered to residents is of the highest standard.
• To keep professionally updated and abreast of current trends/developments in professional matters and evidenced based practice.
• Ensure that all staff have an equal opportunity to avail of the educational opportunities provided and assist in maintaining mandatory training records.
• To deputise for the Clinical Nurse Manager 2 Person in Charge
• To co-operate and liaise with hospital/community personnel and other hospitals involved in direct or indirect care of residents and arrange services as appropriate.
• To establish regular and effective communication with medical staff and other members of the multidisciplinary team, and also with residents and relatives.
• To ensure that there is a safe and effective distribution of nursing staff when in charge thus ensuring that the individual needs of residents are met.
• To ensure that the ward/resident areas are kept safe, clean and tidy.
• To develop mechanisms for the ongoing monitoring and management of clinical risks.
• To ensure cost-effective and appropriate use of hospital resources
• To ensure that the hospital/unit Policies and Procedures are adhered to and that attendants/household staff are aware of the same.
• To actively support the Clinical Nurse Manager 2/PIC in developing an evidence-based culture.

• To participate and support in promoting Research Awareness in clinical nursing practice.
• To support the development of the ‘resource/link nurse’ for the clinical area.
Quality Outcomes & Audit
• To take an active role in leading and developing standards of care through participating in Quality Initiatives.
• To ensure that the Nursing Metrics are recorded and action
plans implemented.

Health & Safety
• To consider the health, safety and welfare of staff, residents and visitors in accordance with the ‘Health and Safety at Work
Act’ (1989).
• To be aware of the details of the Safety Statement as applicable to the clinical area. To effectively manage emergencies.
• To lead by example and ensure that you have a working knowledge of Peamount Healthcare Policies and Procedures.
• Be familiar with the Emergency Plan and its implementation.
• To ensure that the practice of drug custody of Dangerous Drugs and Administration conforms to the requirement as laid down in the ‘Misuse of Drugs Act’ and ensure that correct drug records are kept. Report discrepancies immediately in line with the relevant policy.
• Report and record all accidents or incidents involving staff, residents and visitors in line with the local procedure.
• Supervise the duties of non-nursing personnel and advise other staff of the need to detect and report faulty equipment and report repairs, which are required.
• To ensure the correct and appropriate use of equipment is maintained.
• To ensure that the Handling and Moving Policy is adhered to.
• Have a working knowledge of the Health Information and Quality Authority (HIQA)Residential Standards for Adults with a Disability. Administrative
• Demonstrate skills in policy development and act as a leader about the implementation of the same.
• Co-ordinate staff and ensure that duties, activities and programmes allocated to staff are carried out efficiently, ensuring that skill mix takes account of fluctuating workloads and ensuring the maximisation of available resources.
• Assist the CNM2/PIC in the managing of local budget and actively manage local resources.
• Assist in maintaining the necessary clinical and administrative records and reporting arrangements/ contribute to quality assurance by assisting other departments with required data collection.

• Plan and support residents with their goals.

Campaign Specific Selection Post

The above Job Specification is not intended to be a
comprehensive list of all duties involved and consequently, the
post holder may be required to perform other duties as appropriate
to the post which may be assigned to him/her from time to time
and to contribute to the development of the post while in office.

Code of Practice

Peamount will run this campaign in compliance with the Cod of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle’s basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when
requested and outlines procedures in relation to requests for a review of the recruitment and selection process and review about allegations of a breach of Code of Practice. Codes of practice are published by the CPSA and are available on

Annual registration:

The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed. The job description is a guide to the general range of duties assigned to the post holder.  It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned.


The Current Vacancy available is Permanent and Full-time. The post is pensionable. A panel may be created from which permanent and specified purpose vacancies of full or part-time duration may be filled. The tenure of these posts will be indicated at the “expression of interest’ stage. Appointment as an employee of Peamount Healthcare is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.


Remuneration is in accordance with the salary scale approved by the Department of Health: Current salary scale with effect from 1st October 2023:
8 €52,712 €53,668 €55,017 €56,388 €57,752 €59,124 €60,653 €62,077

Working Week:

The hours allocated to this post are 37.5 hours per week with 7.5 hours as a standard working day. The allocation of these hours will be at the discretion of the Department Head and in accordance with the needs of the service. HSE Circular 003-2009 “Matching Working Patterns to Service Needs
(Extended Working Day/Week Arrangements); Framework for
Implementation of Clause 30.4 of Towards 2016” applies. Under the terms of this circular, all new entrants and staff appointed to promotional posts from Dec 16th 2008 will be required to work agreed roster / on call arrangements as advised by their line manager. Contracted hours of work are liable to change between the hours of 8am-8pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement (Implementation of Clause 30.4 of Towards 2016

Annual Leave:

As per Health Service Executive (HSE) – 26 days pro rata


All employees will be subject to a probationary period as per the probation
policy. This policy applies to all employees irrespective of the type of contract
under which they have been employed. A period of 6months’ probation will
be served:
• On commencement of employment.
• Fixed term to permanent contract.
• Permanent employees commencing in promotional posts will also
undertake a probationary period relating to their new post. contract.
• Permanent employees commencing in promotional posts will also undertake a probationary period relating to their new post.


Employees of Peamount Healthcare are required to be members of the Hospital Superannuation Scheme. Deductions at the appropriate rate will be made from your salary payment. If you are being rehired after drawing down a public service pension your attention is drawn to Section 52 of the Public Services Pension (Single and Other Provisions) Act 2012. The 2012 Act extends the principle of abatement to retired public servants in receipt of a public service pension who secure another public service appointment in any public service body.


Maternity leave is granted in accordance with the terms of the Maternity Protection Acts 1994 and 2001.

Sick Leave:

Peamount Healthcare operates a Sickness Absence Management policy in line with the new Public Service Sick Leave Scheme as introduced in 31st March 2014.

Pre-Employment Health Assessment:

Before commencing in this role a person will be required to complete a form declaring their health status which is reviewed by the hospital’s Occupational Health Service and if required undergo a medical assessment with this department. Any person employed by Peamount Healthcare must be competent of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

Validation of Qualifications & Experience:

Any credit given to a candidate at interview, in respect of claims to
qualifications, training and experience is provisional and is subject to
verification. The recommendation of the interview board is liable to revision if
the claimed qualification, training or experience is not proven.


Peamount Healthcare will seek up to two written references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The hospital also reserves the right to determine the merit, appropriateness and relevance of such references and referees.

Garda Vetting:

Peamount Healthcare will carry out Garda vetting on all new employees. An employee will not take up employment with the hospital until the Garda Vetting process has been completed and the hospital is satisfied that such an appointment does not pose a risk to clients, service users and employees.

Health & Safety:

These duties must be performed in accordance with the hospital health and safety policy. In carrying out these duties the employee must ensure that effective safety procedures are in place to comply with the Health, Safety and Welfare at Work Act. Staff must carry out their duties in a safe and responsible manner in line with the Hospital Policy as set out in the appropriate department’s safety statement, which must be read and understood.

Quality, Risk & Safety Responsibilities :

It is the responsibility of all staff to:
➢ Participate and cooperate with legislative and regulatory requirements
with regard to Quality, Risk and Safety.
➢ Participate and cooperate with external agencies on safety initiatives as
➢ Participate and cooperate with internal and external evaluations of
hospital structures, services and processes as required, including but not
limited to:
➢ HIQA standards
➢ All NMBI guidelines
➢ National Standards for Safer Better Healthcare.
➢ National Standards for the Prevention and Control of Healthcare
Associated Infections.
➢ HSE Standards and Recommended Practices for Healthcare Records
➢ Safety audits and other audits specified by the HSE or other
regulatory authorities.
• To initiate, support and implement quality improvement initiatives in their area which are in keeping with the hospital’s continuous quality improvement programme. It is the responsibility of all managers to ensure compliance with regulatory requirements for Quality, Safety and Risk within their area/department

Specific Responsibility for Best Practice in Hygiene :

Hygiene in healthcare is defined as “the practice that serves to keep people and the environment clean and prevent infection. It involves preserving one’s health, preventing the spread of disease and recognising, evaluating and
controlling health hazards.”
• It is the responsibility of all staff to ensure compliance with hospital hygiene standards, guidelines and practices.
• Department heads/ managers have overall responsibility for best practices in hygiene in their area.
• It is mandatory to complete hand hygiene training every 2 years and sharps awareness workshops yearly.