JOB DESCRIPTION
Clinical Nurse Manager 3, Acute Floor - Emergency Department
Fulltime Temporary Position x 1
Fulltime Permanent Position x 2
Reference No: 04.026 (2025) PURPOSE OF THE ROLE
The role of the CNM3 in Emergency Nursing is pivotal to the co-ordination and management of the Nursing service and the resources across the ED, the Transition Care Lounge and the Acute Floor. The appointed person will be assigned to manage the Emergency Nursing service and the acute floor and has a pivotal role in the co-ordination and management of activity and resources within the Clinical Area. The main responsibilities will include; professional and clinical leadership, developing nurse-led services and introducing new efficient pathways, to ensure a high quality service. The CNM3 is crucial in ensuring optimum levels of patient flow within the Emergency Department with a focus on local and national key performance indicators. The CNM3 is key to introducing and managing change to improve quality and safety across the Acute Floor.
QUALIFICATIONS
Each candidate must on the latest date for receiving completed application forms for the office -:
- Be registered in the General Division of the active Register held by Nursing and Midwifery Board of Ireland or be entitled to be so registered.
- Have 5 years post registration experience and a minimum of 2 years in the specialty or related area.
- Possess a post graduate qualification at not less than level 7 on the NFQ framework in the area of healthcare or management related area or give an undertaking to do same
- Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
- Evidence of management experience in an acute hospital setting.
- Experience working in the specialist area.
- Have excellent communication and interpersonal skills.
- Demonstrate evidence of continuing learning and professional development
- Possess the requisite knowledge and ability including a high standard of suitability and clinical, managerial and administrative capacity to properly discharge the functions of the role.
- Be able to demonstrate managerial abilities.
- Have a recognised interest in teaching and continuing professional development
Desirable Criteria:
- Possess a post graduate qualification at not less than level 9 on the NFQ framework Post Graduate in Emergency Nursing.
2. 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.
3. 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.
4. Be of good character.
5. 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 satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquired 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 this contract in accordance with Tallaght University Hospital Garda Vetting policy.
6. 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 child’s 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 https://www.tusla.ie/children-first. 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.
PARTICULARS OF OFFICE
1. There are 3 positions available in the Emergency Department:
- 1 x fulltime, temporary and pensionable on a specified purpose contract
- 2 x fulltime, permanent and pensionable
2. Remuneration:
Remuneration is in accordance with the salary scale approved by the Department of Health & Children. Current remuneration with effect from 1st October 2024 is:
€68,652 x 6 increments to €77,530
3. Pension Arrangements and Retirement Age
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.
4. Duties:
The Clinical Nurse Manager 3 will perform such duties as are outlined in this job description.
5. Hours of work:
Normal working hours are 37.5 worked over 7 days. Your contracted hours of work are liable to change between the hours of 8 am to 9 pm over 7 days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.
6. Probation:
The successful candidate will be appointed initially for a probationary period of 6 months. During the probationary period progress or otherwise will be monitored and at the end of the probationary period the service will (a) be certified as satisfactory and confirmed in writing or if not satisfactory, the probationary period may be extended by 3 months.
7. Annual Leave:
Annual leave entitlement is 25 - 28 working days (pro rata), depending on length of service, plus 10 Bank Holidays per annum as they occur. The annual leave year runs from 1st of April to 31st March each year.
8. Sick Leave:
Payment of salary during illness will be in accordance with arrangements as approved from time to time by the Department of Health and Children.
9. Termination of Office:
The employment may be terminated at any time by three months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Management’s 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.
GENERAL ACCOUNTABILITY
- Maintain throughout the Hospital awareness of the primacy of the patient in relation to all Hospital activities.
- Provide a high level of professional and clinical leadership.
- Provide safe comprehensive nursing care is provided to patients within the guidelines laid out by the Nursing and Midwifery Board of Ireland.
- Formulate, manage and implement best practice policies and procedures.
- Ensure that patients and others are treated with dignity and respect.
- Commitment to continuous professional development including completion of relevant internal training programmes available through our Centre for Learning & Development Prospectus.
- Maintain professional standards in relation to confidentiality, ethics and legislation.
- Reporting relationship will be to the Assistant Director of Nursing.
- Be professionally accountable to the Director of Nursing.
- Manage own workload in accordance with the needs of the post
SPECIFIC ACCOUNTABILITY
Managing the Service – Quality & Safety of Service (Level 4)
- Provide visible clinical leadership in real-time, responding proactively to patient acuity, service pressures, and safety risks as they arise.
- Ensure delivery of high-quality, evidence-based emergency nursing care, adapting rapidly to fluctuating demand and acuity.
- Lead implementation and monitoring of safety huddles, real-time risk identification, and incident prevention at the frontline.
- Monitor safety trends using live data and escalate emerging risks to site management and the Assistant Director of Nursing (ADON) without delay.
- Champion continuous improvement through immediate feedback, rapid-cycle audits, and point-of-care learning in response to safety concerns.
Managing the Service – Delivery of Results (Level 4)
- Act as the on-the-ground operations lead for ED nursing, coordinating staffing, flow, and care quality minute-by-minute.
- Lead daily coordination with site management, diagnostics, wards, and clinical teams to manage flow in real-time and resolve blockages.
- Drive performance against national ED KPIs, including PET targets and 75+ performance, using dashboards and escalation frameworks.
- Deploy and redeploy staff responsively based on live service pressures, managing skill mix, surge response, and resourcing adaptively.
- Monitor live data to anticipate challenges (e.g. expected surges, delays in imaging or transport) and proactively initiate mitigation steps.
Managing Change – Problem Solving & Decision Making (Level 4)
- Use clinical judgment and situational awareness to make rapid, high-stakes decisions that balance safety, patient experience, and flow.
- Navigate ambiguity and competing priorities in real time, particularly during surge, critical incidents, or system escalation.
- Implement immediate changes to workflows or allocations in response to emerging issues — e.g. space constraints, deteriorating patients, staff absence.
- Act as a key contributor to hospital incident and surge management teams, ensuring nursing decisions support wider hospital performance.
- Lead debriefs and shared learning sessions following critical events, supporting a culture of transparency and improvement.
Managing Change – Communications & Influencing (Level 4)
- Serve as a central communication hub within the ED, ensuring timely flow of information between nursing, medical, diagnostics, and site leadership.
- Build shared situational awareness by translating real-time clinical information into operational priorities and actions.
- Influence internal stakeholders through clear, confident, and clinically informed updates on ED pressures, risks, and solutions.
- Manage team dynamics during high-pressure periods, using assertive communication and empathetic leadership to maintain morale and cohesion.
- Facilitate rapid communication during emergency situations (e.g. mass casualty, system outage) in line with TUH escalation protocols.
Managing Yourself – Team Player (Level 4)
- Actively foster collaboration within a high-stakes, high-pressure environment, ensuring collective responsibility for service delivery.
- Build trust within and beyond nursing by demonstrating responsiveness, fairness, and consistent clinical decision-making under pressure.
- Support the resilience of the team by de-escalating tension, managing interpersonal conflict, and celebrating team efforts in real time.
- Contribute to shared governance by promoting nursing input into site-wide planning and improvement initiatives.
Managing Yourself – Planning and Organising (Level 4)
- Manage tactical resource planning on a shift-by-shift basis, balancing safe staffing with live demand and acuity profiles.
- Lead escalation planning for anticipated service pressures (e.g. public holidays, weather events, infectious disease surges).
- Coordinate rapid response to operational issues such as delayed admissions, patient clustering, or diagnostic bottlenecks.
- Maintain personal resilience and role clarity in a dynamic environment by engaging in professional reflection, supervision, and CPD.
Managing People – People Management (Level 4)
- Provide immediate feedback and coaching to staff during shifts, supporting both individual performance and team dynamics.
- Coordinate with CNM2s to ensure all team members are supported, confident in their roles, and escalating appropriately.
- Lead the real-time management of team wellbeing and capacity, identifying signs of stress, burnout, or disengagement early.
- Support student and new staff supervision through dynamic allocation of learning opportunities and just-in-time teaching moments.
- Ensure compliance with scope of practice and documentation standards in the moment, intervening supportively when deviations occur.
- In conjunction with the Centre for Learning and Development and the Clinical Nurse Facilitator in Emergency Nursing promote and review the MSc in Emergency Nursing and the Modular Emergency Nursing Course.
- Use relevant educational opportunities to maintain the higher standards of care to patients.
- Engage in performance review processes including personal development planning e.g. by setting own and staff objectives and providing and receiving feedback.
- Contribute to the strategic management and planning process.
- Ensure that staffing levels and skill mix are appropriate and within the resource allocation.
- Assist in the recruitment, selection and training of staff with professional advice and support from Human Resources
Managing People – Leadership (Level 4)
- Be a visible and proactive leader on the floor, modelling responsiveness, composure, and a solutions-oriented mind-set.
- Lead the ED nursing service’s contribution to hospital command structures during escalations, critical incidents, and major events.
- Inspire confidence and clarity during uncertainty, leading by example and supporting others to do the same.
- Promote staff empowerment by involving the team in live problem-solving and innovation, while providing clear direction during high-risk moments.
- Actively contribute to hospital strategy by feeding frontline insights into formal planning and service redesign processes.
Information Technology
- Ensure that the team makes 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.
- Ensure that all staff are trained in the use of computer systems, which are used in the management of patient episodes in the Hospital, e.g.: EPR, Pims, Order comms, Symphony, Synergy sap, core.
Health & Safety
- Ensure the compliance of all your staff with the Safety, Health and Welfare at Work Act, 2005.
- Comply and enact Health and Safety responsibilities as outlined in Hospital policies, protocols and procedures relevant to your area.
- Prepare risk assessments and departmental safety statements as required.
Hygiene/Infection Control
- Ensure you are aware of your responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
- Act as a role model and actively promote infection control and prevention and ensure that staff in your area familiarise themselves with the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- Ensure that staff in your area are aware that they work in an area where there is potential for transmission of infection.
- Ensure that all your staff are advised that they have a responsibility to prevent the transmission of infection particularly in relation to hand hygiene.
Quality, Safety and Risk Management
- Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification, reporting and management of risks and incidents throughout the hospital.
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.
Data Management
- Ensure compliance with the obligations required by the Data Protection Act 2018.
Development of Hospital Groups
- The Hospital Structure is currently under review and therefore, reporting relationships may change. The development of Hospital Groups may require the post-holder to adopt a different reporting relationship and additional accountabilities. Full consultation will take place in advance of any such change.
NOTE: The extent and speed of change in the delivery of health care is such that adaptability is essential at this level of appointment. The appointee will be required to maintain, enhance and develop their knowledge, skills and aptitudes necessary to respond to this changing environment. They will also be required to participate in and support the Hospital’s Digital transformation strategy which may impact work processes and role profiles in the future. The Job Description must therefore be regarded as an outline of the major areas of accountability at the present time, which will be reviewed and assessed on an on-going basis as advancements and developments evolve.
TUH Core Competencies:
| Core Area | Competency | Level |
| Managing the service | Quality & Safety of Service | 4 |
| Managing the service | Delivery of Results | 4 |
| Managing Change | Problem Solving & Decision Making | 4 |
| Managing Change | Communications & Influencing | 4 |
| Managing Yourself | Team player | 4 |
| Managing Yourself | Planning and Organising | 4 |
| Managing People | People Management | 4 |
| Managing People | Leadership | 4 |
Please go to www.tuh.ie/careers for details of the core competencies
GENERAL
Applications can be submitted ‘on-line’ at www.tuh.ie/careers 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.
Closing Date: Before close of business on 20th May 2025
Informal enquiries to:
Assistant Director of Nursing Mary Byrne - mary.byrne2@tuh.ie / 01 4143528
or
Directorate Nurse Manager Fiona Hillary - fiona.hillary@tuh.ie / 01 4142168
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.