General Manager

October 3, 2019
Job Type Full Time
Function Management/Admin/ICT
Location Connolly Hospital, Dublin

Description

Campaign Reference
RCSIHG2102019
Please Quote Campaign Reference in the Subject Line when Applying

Closing Date
29 October 2019

Proposed Interview Date (s)
Week beginning 4th November 2019

Informal enquiries Please contact Ms Sheila McGuinness, Chief Operations Officer on (01) 402 5150.

Taking up Appointment
A start date will be indicated at job offer stage.

 

Organisational Area

Connolly Hospital Blanchardstown is a major teaching hospital providing a range of acute medical and surgical services, day care, outpatient, diagnostic and support services.  Emergency services are provided on a 365-day, 24 hour basis.  Multi-disciplinary teams representative of medical, nursing, allied health professionals, management and general support staff play a pivotal role in the development, delivery, monitoring and evaluation of these services.  The hospital has a current bed complement of 391 beds.

The hospital is affiliated to the Royal College of Surgeons in Ireland (RCSI) for medical education, to Dublin City University (DCU) for nursing education and to University College Dublin (UCD), Trinity College Dublin (TCD) and the Institute of Technology for allied health professional education.

Connolly Hospital’s Catchment Population of over 331,000 covers Dublin West, North Kildare and South Meath.

Location of Post

Connolly Hospital Blanchardstown

Details of Service

RCSI Hospitals Group was established in 2015 and comprises the following hospitals:

  • Beaumont Hospital
  • Connolly Hospital
  • Cavan and Monaghan Hospital
  • Our Lady of Lourdes Hospital
  • Louth County Hospital
  • Rotunda Hospital

RCSI Hospitals provides a national service and a regional service to Dublin and the North East and covers a population of over 800,000 people.

The Academic Partner for the Group is the Royal College of Surgeons in Ireland (RCSI).

Purpose of the Post

The General Manager shall be accountable to the CEO RCSI Hospital Group and shall perform the duties and exercise the powers which the CEO RCSI Hospital Group assign to him/her.

The General Manager shall give direction towards the achievement of its functions, including the strategic and operational plans and shall implement the strategic goals and objectives of the HSE.

The General Manager shall be responsible for the general control, management and performance of the hospital.

The General Manager shall promote and develop the interests of the Hospital and at all times and in all respects conform to and comply with the reasonable directions and regulations of the HSE.

Reporting Relationship

CEO RCSI Hospital Group

Principal Duties and Responsibilities

The General Manager will:

A – Strategic Direction

  • Delegate and set objectives for Hospital Senior Management Team.
  • Provide the necessary leadership and direction in achieving the hospitals operational plan, strategy and associated goals and objectives
  • Be responsible for the general control, management and performance of the hospital in accordance with the specifications outlined in annual service level agreements, operational plan and RCSI Hospital Group strategy and ann8ual operational plan.
  • Promote and develop the interests of the Hospital and at all times/in all respects both conform and comply with, the directions and strategies of the RCSI Hospitals Group.
  • Have, and promote, a common understanding of the vision and strategic aims of the Hospital and Hospital Groups.
  • Develop business plans which reflect and contribute to meeting targets.
  • Continuously assess the extent to which corporate plans and objectives are being realised.
  • Foster and implement a service delivery model underpinned by safe, quality and effective patient care
  • Establish and maintain risk management strategies.
  • Ensure operations are consistent with relevant policies and procedures.
  • With the Clinical Director and senior management team lead initiatives in strategic planning, development and redesign of services.


B – Operational Management

  • Be responsible for operational management ensuring the efficient and effective day-to-day running of the site and its services, matching resources to need with flexibility to respond to workload pressures.
  • Develop and deliver effective operational plans linked to the population health requirements and RCSI Hospital Group strategy, ensuring that organisational and national targets are met.
  • Manage the operational implementation of new service initiatives, including liaising with stakeholders, developing operational policies and guidelines as required.
  • Provide frontline general management advice and support to the local Leadership team which includes human resource and workforce planning support, budgetary analysis, performance analysis and problem solving advice.
  • Foster alignment and integration of organisational structures and services across the site in accordance with the multidisciplinary nature of patient care
  • Co-ordinate an annual review of equipment requirements, ensuring that relevant submissions are made under the capital programme.  In addition, develop an equipment replacement programme, seeking to influence funding providers as appropriate.

C – General Services / Health, Safety & Risk

  • Ensure there is appropriate quality governance and related structures, linking directly with Hospital Group Quality Directorate governance and structure.
  • Ensure the Hospital provides facilities and an estate that is safe, whilst optimising the opportunities to provide high quality of patient care.
  • Oversee risk Management, Infection Control, Hygiene Services and Health & Safety
  • Ensure that the potential of the Facilities Management and Estates and associated service contracts are optimised effectively to the satisfaction of internal and external customers.
  • Ensure the development and implementation of Property, Facilities Management and Estates policies, procedures and systems that are fully integrated with the Hospital’s processes and values.
  • Manage the financial budget associated with General Services and Facilities Management and ensure compliance to allocated budgets.
  • Promote and oversee the development of information technology systems to support all departments of the hospital.
  • Ensure professional, robust and timely project management is in place for all estates development projects and similar.
  • Be responsible for the management and delivery of the General Services function
  • Define, (where appropriate in accordance with manufactures guidelines), the maintenance requirements of all buildings, plant, HVAC equipment and all other services equipment.
  • Specify annual programmes for preventive maintenance, ongoing operational maintenance and undertaking of repairs and renewals in respect of buildings, equipment and site (incl. roads, grounds and car parks).
  • Ensure the site is managed efficiently and effectively including:
    • Adherence to Estate and Fire Legislation.
    • Compliance with statutory and mandatory requirements.
    • Performance of the estate to provide a safe and secure environment.

D – Performance and Financial Management.

  • Monitor, control and report on site activity and income and expenditure, working closely with the Financial Controller.
  • Manage any resource delegated to the site, e.g., service upgrades, minor capital works, etc.
  • Be accountable for the effective use of resources, alerting the Hospital Group CEO/Chief Financial Officer in respect of imminent budgetary overspends and ensuring that all the hospital’s standing financial instructions and standing orders are adhered to.
  • Develop a series of performance indicators for the site which support the achievement of hospital-wide Key Performance Indicators, emerging Balance Score Sheet targets etc.
  • Work with functional and professional heads to develop mechanisms to ensure that clinical activity is measured accurately and fully costed where appropriate.
  • Monitor and track performance targets, developing internal and external comparative performance monitoring information to support, and inform, decision-making hospital wide.
  • Ensure that the quality of data regarding all activity within the sphere of responsibility of the site is of the highest quality and that individual managers and staff understand their roles and responsibilities with respect to data accuracy.
  • Participate in pricing and costing models working towards aligning patient activity by diagnostic condition to expenditure.
  • Support the development of a service level agreement process by participating in its design and by supplying information to understand costs, pricing of service, case mix identification and other relevant information.
  • Hold accountability for ensuring that the hospital achieves its performance targets.
  • Promote a corporate approach to the hospital’s overall strategy objectives, mission and values.

E – HR Management and Organisational Development

  • Oversee employee relations, workforce planning, recruitment, retention, HR Operations / HR Admin and superannuation provision.
  • Developing systems for performance appraisal, personal development, individual and organisational development and continued skill mix review.
  • Ensure that the responsibilities and objectives for direct reports are clearly defined and understood – job descriptions and person specifications up-to- date.
  • In conjunction with the Senior Management Team and other relevant heads of functions and professions regularly review staff complements and skill mix across the hospital to ensure that staffing is appropriate for current and projected clinical and operational demands.
  • In partnership with the HR Manager, develop local strategies for the recruitment and retention of staff.
  • Participate in recruitment and ensure that effective local induction compliments the Corporate Induction Programme.
  • Be responsible for managing sickness and absence in accordance with hospital policy.
  • Manage and implement all staff related issues in accordance with HR policies and procedures.
  • Be responsible for facilitating all staff to continue their education and personal development to support improved organisational performance.
  • Oversee a training and education plan which encompasses mandatory, corporate and personal development objectives realising the capabilities and contribution of all staff.
  • Ensure the involvement of all staff through open and direct communication to sustain a high level of commitment and flexibility from the workforce
  • Promote equal opportunity and adherence to best practice employment and approaches to managing and implementing change.

The above job description 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.

Eligibility Criteria - Qualifications and/ or experience

Candidates must have at the latest date of application: –

Essential

  • A Primary Degree Qualification in a relevant health care related field (i.e. Nursing/HSCP, Business or Finance, Quality and HR)
  • Demonstrated experience in a similar role
  • Be a current employee of the Health Service Executive at Senior Manager level or related field
  • At least 5 years’ experience at Senior Management Level in the Health Services or related field.
  • Have a proven track record of achievement consistent with this Job Specification in the Health Services
  • Have demonstrated capacity to achieve results through multi-disciplinary and cross-sectoral working in a related service
  • Career progression through continuing professional development 

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 such as would indicate a reasonable prospect of ability to render regular and efficient service.

Character

Each candidate for and any person holding the office must be of good character. 

Age

Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation 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 application forms for the office occurs.

Please note that appointment to and continuation in posts that require statutory registration is dependent upon the post holder maintaining annual registration in the relevant division of the register maintained by e.g.

Post Specific Requirements

  • Experience of middle/senior management in a complex organisation
  • Highly developed specialist knowledge of managing multi-professional teams
  • Successful operational management in a multi-professional environment
  • Day-to-day people management including, recruitment and retention, performance management, etc.
  • Budgetary management
  • Operational planning and implementation including strategic planning and options appraisal

Special Knowledge

  • Sound knowledge of the working of the wider healthcare system in Ireland and internationally
  • Sound understanding of the HSE Transformation Agenda and Slainte Care
  • Comprehensive knowledge and practical understanding of financial frameworks
  • Workforce and capacity planning, managing waiting lists and developing business cases
  • Knowledge and application of key policies and procedures to include access to services, Health and Safety, HR Guidance and Governance etc.

Behaviours:

  • Strong negotiation and influencing skills and diplomacy
  • Effective team leader and team player with the ability to work flexibly in a diverse and highly demanding team
  • Working well under pressure of time and resources
  • Fair, honest and consistent in approach
  • Self-management, demonstrating resilience

Practical Skills:

  • Excellent change management skills including major service reconfiguration
  • Analytical skills, literacy and numeracy.  Ability to analyse highly complex data and formulate reports

Campaign Specific Selection Process - Ranking / Shortlisting / Interview

A ranking and or shortlisting exercise may be carried out on the basis of information supplied in your application form.  The criteria for ranking and/or shortlisting are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification.  Therefore it is very important that you think about your experience in light of those requirements.

Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. 

Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview in ‘bands’ depending on the service needs of the organisation.

Code of Practice

The Health Service Executive will run this campaign in compliance with the Code 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 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 in relation to allegations of a breach of the Code of Practice.  Additional information on the HSE’s review process is available in the document posted with each vacancy entitled “Code of Practice, Information for Candidates”.

Codes of practice are published by the CPSA and are available on www.hse.ie/eng/staff/jobs in the document posted with each vacancy entitled “Code of Practice, Information for Candidates” or on www.cpsa.ie.

The reform programme outlined for the Health Services may impact on this role and as structures change the job description may be reviewed.

This job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned.

General Manager - Terms and Conditions of Employment

Tenure

The current vacancies available are permanent and whole 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 “expression of interest” stage.

Appointment as an employee of the Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004.

Remuneration

The Salary scale for the post is: Local Health Office Manager (HSE)

€91,669, €95,628, €99,586, €103,543, €107,504, €111,462

Working Week

The standard working week applying to the post is 37 hours.

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

The annual leave associated with the post is:  30 days

Superannuation

This is a pensionable position with the HSE. The successful candidate will upon appointment become a member of the appropriate pension scheme.  Pension scheme membership will be notified within the contract of employment.  Members of pre-existing pension schemes who transferred to the HSE on the 01st January 2005 pursuant to Section 60 of the Health Act 2004 are entitled to superannuation benefit terms under the HSE Scheme which are no less favourable to those which they were entitled to at 31st December 2004.

Probation

Every appointment of a person who is not already a permanent officer of the Health Service Executive or of a Local Authority shall be subject to a probationary period of 12 months as stipulated in the Department of Health Circular No.10/71.

Protection of Persons Reporting Child Abuse Act 1998

As this post is one of those designated under the Protection of Persons Reporting Child Abuse Act 1998, appointment to this post appoints one as a designated officer in accordance with Section 2 of the Act.  You will remain a designated officer for the duration of your appointment to your current post or for the duration of your appointment to such other post as is included in the categories specified in the Ministerial Direction. You will receive full information on your responsibilities under the Act on appointment.

Infection Control

Have a working knowledge of Health Information and Quality Authority (HIQA) Standards as they apply to the role for example, Standards for Healthcare, National Standards for the Prevention and Control of Healthcare Associated Infections, Hygiene Standards etc.

Ethics in Public Office 1995 and 2001 - Positions remunerated at or above the minimum point of the Grade VIII salary scale (€ 64,812 as at 01.01.10)

Positions remunerated at or above the minimum point of the Grade VIII salary scale (€ 64,812 as at 01.01.2010) are designated positions under Section 18 of the Ethics in Public Office Act 1995.  Any person appointed to a designated position must comply with the requirements of the Ethics in Public Office Acts 1995 and 2001 as outlined below;

A) In accordance with Section 18 of the Ethics in Public Office Act 1995, a person holding such a post is required to prepare and furnish an annual statement of any interests which could materially influence the performance of the official functions of the post. This annual statement of interest should be submitted to the Chief Executive Officer not later than 31st January in the following year.

B) In addition to the annual statement, a person holding such a post is required, whenever they are performing a function as an employee of the HSE and have actual knowledge, or a connected person, has a material interest in a matter to which the function relates, provide at the time a statement of the facts of that interest. A person holding such a post should provide such statement to the Chief Executive Officer. The function in question cannot be performed unless there are compelling reasons to do so and, if this is the case, those compelling reasons must be stated in writing and must be provided to the Chief Executive Officer.

C) A person holding such a post is required under the Ethics in Public Office Acts 1995 and 2001 to act in accordance with any guidelines or advice published or given by the Standards in Public Office Commission. Guidelines for public servants on compliance with the provisions of the Ethics in Public Office Acts 1995 and 2001 are available on the Standards Commission’s website http://www.sipo.gov.ie/

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