Director of Midwifery – Acute Hospital Services Division – Cavan General Hospital, and Monaghan Hospital

March 24, 2020
Job Type Full Time
Function Nursing and Midwifery
Location Cavan Hospital, Cavan Monaghan Hospital, Monaghan

Description

Job Title and Grade
Director of MidwiferyCavan Monaghan Hospitals comprising Cavan General Hospital, and Monaghan Hospital. (Band 1)

Campaign Reference Number
1144
Please quote the Campaign Reference Number when applying 

Closing Date
12pm Wednesday 8th April 2020

Location of Post
Cavan and Monaghan General Hospital.

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

Informal enquiries
For informal enquiries please contact:
David Lynch, General Manager – 049 43 76556

Organisational Area

RCSI Hospital Group
Cavan Monaghan Hospitals 

Initial assignment will be to Cavan, with responsibility for Cavan Maternity Services including Gynaecology, Neonatal and Special Care Baby Unit, Cavan Hospital. The successful candidate may be required to work in any service area within the vicinity as the need arises.

Details of Service

Cavan and Monaghan Hospital is part of the RCSI Hospitals Group and incorporates Cavan General Hospital and Monaghan Hospital. These hospitals provide acute medical, paediatric, surgical, maternity and rehabilitative hospital care for the population of Cavan and Monaghan and surrounding counties.

The reform actions necessary to enable the Government to deliver ‘whole system’ health reform, as undertaken within the Programme for Government, are laid out in Future Health: A Strategic Framework for Reform of the Health Service 2012 – 2015. The establishment of Hospital Groups is an integral part of this reform, which will see public hospitals reorganised into more efficient and accountable hospital groups that will harness the benefits of increase independence and greater control at local level. The Government’s decision regarding the establishment and operation of the new hospital groups is informed by two reports The Establishment of Hospital Groups as a Transition to Independent Hospital Trusts and The Framework for Development – Securing the Future of Smaller Hospitals. These reports fulfil important commitments in Future Health for the reform of the health service.

The overarching aim of the wider health system reform programme is to deliver a single-tier health system based on Universal Health Insurance (UHI), underpinned by the principle of social solidarity, with equitable access based on need and not on ability to pay. In preparation for the introduction of UHI, a new financing system, (Activity based funding will be introduced. The alignment of ABF with the national clinical programmes will provide Hospital Groups with the tools to provide effective and efficient services within a clear national framework.

Initially the Hospital Groups will be established on a non-statutory administrative basis with an Interim Group Board appointed by the Minister for Health overseeing the delivery of high quality, safe patient care. In the first year of operation each Hospital Group will develop a strategic plan for future service configuration. These plans will describe the provision of more efficient and effective patient services; how the services will be reorganised to provide optimal care to the respective populations; and the plans to achieve maximum integration and synergy with other Hospital Groups and all other health services, particularly primary and community care services.

Each Group will have a single consolidated management team, with responsibility for performance and outcomes, within a clearly-defined budget and employment ceiling. The management team will have autonomy to reconfigure services across the group, including the deployment and redeployment of all staff, subject to an agreed policy framework and approval process.

In addition each Hospital Group will have a primary academic partner which will ensure the capability of the Group to deliver on healthcare teaching, training and research and innovation agenda in an integrated manner.

The establishment of Hospital Groups and, subsequently, Hospital Trusts, will enable hospitals to provide care in the right way at the right location. This will be done in a manner that ensures a safe, high quality service for all, maximising and capitalising on the strengths of both larger and smaller hospitals, with better outcome for patients. Following an agreed period of time rigorous evaluation of each group will be undertaken to ensure it is fit for purpose to function as a Hospital Trust. Legislation will be put in place to enable Independent Hospital Trusts to be established taking account of any changes to Groups which may emerge from the review process.

The RCSI Hospitals Group includes the following hospitals:  

  • Beaumont Hospital;
  • Cavan General Hospital; 
  • Monaghan Hospital
  • Connolly Hospital; 
  • Our Lady of Lourdes Hospital Drogheda; 
  • Louth Hospital; and 
  • Rotunda Hospital. 

Our academic partner is RCSI.

Vision

The formation of the hospitals groups, which will transition to independent hospital trusts, will change how hospitals relate to each other and integrate with the academic sector.  Over time, the groups will deliver:

  • Higher quality service;
  • More consistent standards of care; 
  • More consistent access to care; 
  • Stronger leadership; and 
  • Greater integration between the healthcare agenda and the teaching, training, research and innovation agenda. 

There is an established Group governance structure which is now  moving to 4 clinical directorates to manage the clinical specialities across each site:

  • Medicine; 
  • Perioperative (incorporating Surgery, Anaesthesia and Critical Care); 
  • Diagnostics (incorporating Radiology and Laboratory Medicine); and 
  • Women and Children’s. 

Each directorate has annual priorities and a set of key performance indicators to improve quality, drive performance, and ensure efficiency.                 

The Group provides a range of high quality services for the catchment areas it serves. 

The Group aims to meet its service plan targets. A key priority is to implement the national clinical care programmes across the Group and establish a performance management culture with the development of Key Performance Indicators (KPIs).

Reporting Relationship - Operational Reporting and Professional Accountability

The Director of Midwifery will report operationally to the General Manager, Cavan& Monaghan Hospital.

The Director of Midwifery will be professionally accountable to the Chief Group Director of Nursing and Midwifery, RCSI Hospital Group.

In line with the emerging hospital group structures, reporting relationships are subject to change.

Key Working Relationships

  • Develop and maintain relationships at a:
    • Local level with, all staff who work within the maternity service, including the Director of Nursing, Hospital management,
    • Community Healthcare Organisations (CHO’s), self-employed community midwives, and others as required.
    • Group level with other Directors of Midwifery, and Hospital Group Management, and others as required. 
    • National level with the Director of Midwifery in the Women and Infants Health programme, the National Lead Midwife and others as required.
  • Working relationships are required with the clinical network, Acute Services colleagues across the Hospitals within the Group and across the other Hospital Groups and liaise specifically with Directors of Midwifery.  
  • Work closely with relevant key staff in other divisions as it pertains to midwifery care in maternity services.
  • The proper execution of duties will involve the development of appropriate communication arrangements with a range of senior and other key stakeholders both internal and external.

The Scope and Purpose of the Post

The Director of Midwifery will provide the leadership necessary to ensure that the Group’s maternity services are high quality, evidence-based, woman-centred and cost effective. The post holder will have as a guiding focus a philosophy that provides for individualised and family centred maternity care, with a strong emphasis on skilled, sensitive, evidence based and respectful midwifery care. Particular attention will be given to:

  • The management and safe delivery of maternity services in partnership with the lead obstetrician. 
  • Responsible for developing all aspects of midwifery services within the area in accordance with the national maternity strategy.
  • Responsible for managing paediatric services.

Principal Duties and Responsibilities

The person holding this post is required to support the principle that the care of the woman and her family comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every woman and her family to the greatest possible degree.

Maintain awareness of the primacy of the woman and her family in relation to all Hospital activities throughout the Hospital’s maternity services.

Performance management systems are part of this role and post holders will be required to participate in the Hospital’s performance management programme.

Operating in accordance with the policies of the RCSI Hospitals Group, the Director of Midwifery works in collaboration with other professionals and service managers to achieve the service goals. 

Leadership and Accountability 

  • Direct the day to day operational activity of the maternity services and is responsible for governing the home birth service for the area.
  • Lead and develop midwifery services in line with the National Maternity strategy.
  • Provide strategic and clinical leadership and direction for maternity related midwifery and nursing services which results in the delivery of effective, efficient, quality assured and woman-centred midwifery care.
  • Develop a shared sense of commitment and participation among staff in the management of change, the development of the midwifery services and in responding to the changing health need of women and their families.
  • Develop, maintain and review the midwifery organisational structure within the context of overall organisational objectives.
  • Be responsible for strategy and policy on practice development, education and professional duties imposed by statute or determination.
  • Maintain own professional and managerial competence and credibility through the development of a Personal Development Plan.
  • Lead in the progression of relevant aspects of the hospital Strategic Plan.
  • Keep the Hospital Manager appraised of any significant development within his/ her area of responsibility and escalate any safety concerns. 

Planning

  • Accept responsibility for the management of all midwifery services over a 24-hour period and ensure that systems are in place to support this responsibility.
  • Participate as a core member of the Hospitals Senior Management Team and contribute to the preparation of plans for services.
  • Identify and prioritise key objectives for the maternity services on an annual basis.
  • Collaborate with key stakeholders; lead the implementation of the National Maternity Strategy within the service. 
  • Plan the implementation of systems and processes used by midwives including care pathways, staffing, personnel, financial and information systems and apply to Louth Hospital when such application will improve services for women and infants.
  • Prepare an annual report on midwifery and related activities.

Human Resource Management

  • Determine and maintain appropriate staffing levels consistent with best practice and workload measurement.
  • Create a positive work environment through open and effective communication.
  • Participate, as required in the recruitment, selection and appointment of midwifery and related staff. 
  • Ensure all staff are up to date with all required mandatory and statutory training. 
  • Ensure the optimum and effective use of staff through efficient rostering, skill/ grade mix planning, workload measurement, staff profiling and deployment.
  • Act as a coach/ mentor to enhance the performance and capability of midwifery staff through formal and informal interactions. Initiate the implementation of an on–going development and individual agreed performance review process for all staff, delegating functions as required.
  • Implement the relevant national HR policies and procedures.
  • Manage industrial relations issues relating to maternity services in consultation with the Human Resources Department and Hospital Management.
  • Promote and maintain a safe environment for staff. 

Finance

  • Prepare annual financial estimates of midwifery and related manpower, including education and training needs.
  • Participate as a key manager in the overall financial planning of the hospital service. 
  • Ensure expenditure is controlled within budget and identify potential for efficiency saving through improved practices and innovation.

Education & Research

  • As a member of the Board of the Centre for Midwifery and Nursing Education ensure that appropriate in-service education programmes and ongoing learning needs are met for all assigned staff. Liaise and co-operate with appropriate third level education institutes when necessary.
  • Undertake an annual training needs analysis and develop a training plan for midwifery staff.
  • As part of the Hospital Group, work with Royal College of Surgeons in Ireland to develop and implement an education strategy for the midwifery service. 
  • Ensure that direction and co-ordination of the midwifery education programmes is consistent with overall strategy and meets national criteria.
  • Be responsible for the suitability, quality and level of supervision of clinical midwifery practice placements for students as appropriate. 
  • Ensure that the Hospital’s maternity services promote and facilitate the conduct of high quality research into important questions affecting the care of women and their families.

Quality and Safety Assurance

  • Create an environment that enables women and their families to be actively involved in the planning, delivery and evaluation of maternity services.
  • Responsible for leading the implementation of midwifery quality care metrics and KPI’s.
  • Implement any recommendations arising from investigations that impact the provision of maternity services.
  • Ensure that evidence based policies, procedures, protocols and guidelines for midwifery care are in operation and that regular monitoring of standards and outcomes is undertaken through audit and remedial action taken where appropriate.
  • Create appropriate strategies, which enable effective communication of clinical and organisational issues throughout the service. 
  • Contribute to the development of a philosophy for midwifery care that reflects the Group’s commitment to the provision of a high standard of midwifery care.
  • Ensure the prompt investigation of all midwifery and nursing clinical incidents and complaints and use these as a learning tool to reflect and improve care delivery.
  • Ensure adherence to all codes and guidelines relating to professional midwifery/ nursing practice and behaviour.
  • Contribute to user forums as appropriate. 
  • Have a working knowledge of the 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. and comply with associated HSE protocols for implementing and maintaining these standards as appropriate to the role.

Risk Management, Infection Control, Hygiene Services and Health & Safety

  • The post holder has a duty to familiarise themselves with the relevant Organisational Policies, Procedures & Standards and attend training as appropriate.
  • The post holder must ensure that all relevant Policies, Procedures, Protocols and Guidelines are made available to all staff.
  • The post holder must ensure that all staff in the area have the necessary education, training and support to enable them to meet their responsibilities. 
  • The post holder is responsible for ensuring compliance with all Policies, Procedures, Protocols and Guidelines and that these are evaluated on an on-going basis.

General 

  • To support, promote and actively participate in sustainable energy, water and waste initiatives to create a more sustainable, low carbon and efficient health service.
  • To act as spokesperson for the Organisation as required. 
  • Demonstrate pro-active commitment to all communications with internal and external stakeholders. 

PLEASE NOTE THE FOLLOWING GENERAL CONDITIONS:

 

  • Employees must attend fire lectures periodically and must observe fire orders.
  • All accidents within the Department must be reported immediately.
  • Infection Control Policies must be adhered to.
  • In line with the Safety, Health and Welfare at Work Act, 2005 all staff must comply with all safety regulations and audits.
  • In line with the Public Health (Tobacco) (Amendment) Act 2004, smoking within the Hospital Building is not permitted.
  • Hospital uniform code must be adhered to.
  • Provide information that meets the needs of Senior Management.

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.

Principal Duties and Responsibilities Performance Criteria

  • The extent to which women and their families are satisfied with midwifery/nursing care.
  • The extent to which the care pathways of women and their infants through the services are mapped and regularly reviewed against best practice standards and remedial actions taken if required.
  • The effectiveness of midwifery care provided and as measured by the Midwifery metrics. 
  • The effectiveness of financial management, in particular, ability to operate within budget.
  • The extent to which good working relationships are fostered and maintained throughout the midwifery/nursing service and between midwifery/nursing and other disciplines.
  • The effectiveness of performance in relation to personnel management and development.
  • The quality and standard of midwifery care.
  • The success of midwifery education programmes.
  • The extent to which short, medium and longer term goals of the aforementioned strategic plan for midwifery have been achieved.

Other Requirements Specific to the Post

Full driving license.

Eligibility Criteria Qualifications and/ or Experience

Candidates must on the closing date:

  • Be registered, or be eligible for registration, in the Midwives Division of the Register of maintained by the Nursing and Midwifery Board of Ireland. 

And

  • Have10 years post registration midwifery experience and 5 years midwifery management experience at CMM 2 grade or above. 

And

  • Have successfully completed a post registration programme of study, as certified by the education provider, which verifies that the applicant has achieved a National Framework of Qualifications (NFQ) major academic Level 8 or higher award maintained by Quality & Qualifications of Ireland (QQI) or can provide written evidence from the Higher Education Institute that they have achieved the number of ECTS credits equivalent to a Level 8 or higher standard in a health care or management related area.

Or

  • Upon appointment, agree to undertake a contractual obligation to successfully complete a post graduate qualification at not less than Level 8 (QQI) in healthcare or management related area within three years of appointment

And

  • Candidates must possess the requisite clinical, leadership, managerial and administrative knowledge and ability for the proper discharge of the office

Annual registration

Practitioners must maintain live annual registration on the Midwives Division of the Nurses & Midwifery Register maintained by Bord Altranais agus Cnáimhseachais na hÉireann (Nursing and Midwifery Board of Ireland). 

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.

Skills, Competencies and/ or Knowledge

Professional Knowledge & Experience

  • Knowledge of the role of the Maternity Service in the broader health service structure and its relationships with external agencies.
  • Knowledge of all aspects of midwifery practice and its development.
  • Knowledge of professional midwifery regulation.
  • Detailed knowledge of HIQA standards.
  • Detailed knowledge of the Irish health services and maternity services.  
  • Detailed knowledge of the role of the issues, developments and current thinking on best practice in relation to Midwifery care.  
  • Adopts a proactive forward-planning approach to service delivery.
  • Be able to identify Midwifery as a unique discipline/ profession, recognising the role of the Midwife as the lead professional in the care of women in pregnancy and the Midwife as the lead co-ordinator with the multidisciplinary team in the care of women with complications in pregnancy.

Building and Maintaining Relationship – Communication

  • Demonstrably understand, identify with and be committed to the core values of the HSE.
  • Have excellent interpersonal skills, including the ability to develop and maintain collaborative relationships and strategic partnerships.
  • Have strong communication skills (both written and verbal) and an ability to negotiate, influence and advocate.
  • Have a significant and demonstrable senior track record of operating at a corporate level with a senior management team.

Operational Excellence – Managing and Delivering Results

  • Demonstrate an understanding of the performance systems needed to manage maternity services at a national level.
  • A proven ability to prioritise, organise and schedule a wide variety of tasks and to manage competing demands.
  • Demonstrate evidence of effective planning and organising skills including awareness of resource management and importance of value for money.
  • Demonstrate evidence of ability to make complex decisions.

Leadership

  • Have demonstrated effective leadership in a challenging environment including a track record of service innovation/ improvements.
  • Articulates a compelling vision for the role and contribution of each team member to the service. Creates an enthusiastic and committed work climate by organising and motivating staff to effectively function.
  • Significant experience in effective operational problem solving utilising an inclusive approach which fosters learning and self reliance amongst teams.
  • Capable of leading, motivating and enthusing staff to achieve the values of the HSE.

Personal Commitment and Motivation

  • Be driven by the values, aims and ethos of the HSE.
  • Demonstrate a patient/ service user centred approach to provision of health and personal social services.
  • Be capable of coping with competing demands without a diminution in performance.

 

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.

Director of Midwifery - National Acute Hospital Services Division - Terms and Conditions of Employment

Tenure

This appointment is 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 Director of Midwifery Band 1 1/09/19 PSPP 7 76,919 79,058 81,200 83,334 85,471 87,616 89,752

The banding for this post has parity with the approved banding for the Director of Nursing post for Cavan Monaghan Hospitals (Band One).

Working Week

The standard working week applying to the post is will be confirmed at job offer stage.

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 will be confirmed at job offer stage.

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.

Health & Safety

It is the responsibility of line managers to ensure that the management of safety, health and welfare is successfully integrated into all activities undertaken within their area of responsibility, so far as is reasonably practicable. Line managers are named and roles and responsibilities detailed in the relevant Site Specific Safety Statement (SSSS). 

Key responsibilities include:

  • Developing a SSSS for the department/service*, as applicable, based on the identification of hazards and the assessment of risks, and reviewing/updating same on a regular basis (at least annually) and in the event of any significant change in the work activity or place of work.
  • Ensuring that Occupational Safety and Health (OSH) is integrated into day-to-day business, providing Systems Of Work (SOW) that are planned, organised, performed, maintained and revised as appropriate, and ensuring that all safety related records are maintained and available for inspection.
  • Consulting and communicating with staff and safety representatives on OSH matters.
  • Ensuring a training needs assessment (TNA) is undertaken for employees, facilitating their attendance at statutory OSH training, and ensuring records are maintained for each employee.
  • Ensuring that all incidents occurring within the relevant department/service are appropriately managed and investigated in accordance with HSE procedures**.
  • Seeking advice from health and safety professionals through the National Health and Safety Function Helpdesk as appropriate.
  • Reviewing the health and safety performance of the ward/department/service and staff through, respectively, local audit and performance achievement meetings for example.

Note: Detailed roles and responsibilities of Line Managers are outlined in local SSSS.

*A template SSSS and guidelines are available on the National Health and Safety Function/H&S web-pages

 **See link on health and safety web-pages to latest Incident Management Policy

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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