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
Job Title and Grade
Campaign Reference Number
Location of Post
Taking up appointment
RCSI Hospital Group
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:
Our academic partner is RCSI.
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:
There is an established Group governance structure which is now moving to 4 clinical directorates to manage the clinical specialities across each site:
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
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:
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
Human Resource Management
Education & Research
Quality and Safety Assurance
Risk Management, Infection Control, Hygiene Services and Health & Safety
PLEASE NOTE THE FOLLOWING GENERAL CONDITIONS:
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
Other Requirements Specific to the Post
Full driving license.
Eligibility Criteria Qualifications and/ or Experience
Candidates must on the closing date:
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).
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.
Each candidate for and any person holding the office must be of good character.
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
Building and Maintaining Relationship – Communication
Operational Excellence – Managing and Delivering Results
Personal Commitment and Motivation
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
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.
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).
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).
The annual leave associated with the post will be confirmed at job offer stage.
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.
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:
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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Campaign Reference Number