Nurse Practice Development Co-ordinator - Assistant Director of Nursing
JOB DESCRIPTION
Nurse Practice Development Co\-ordinator \- Assistant Director of Nursing
Full time, Permanent Position
Reference No: 05\.037 (2026\)
PURPOSE OF THE ROLE
The Nurse Practice Development Co\-ordinator ADON will lead the Nurse Practice Development Department, which will co\-ordinate the development of excellence in nursing practice, and will meet set objectives in set time\-scales.
The Nurse Practice Development Co\-ordinator ADON is responsible for supporting the Director of Nursing \& Integrated Care in clinical and professional leadership, development implementation and evaluation of nursing practice standards, clinical education, quality improvement initiatives and professional development programmes. The role promotes evidenced based practice, regulatory compliance, person centred care and continuous improvement across nursing services.
QUALIFICATIONS
1\. 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 7 years post registration experience and a minimum of 3 years at a minimum of CNM2 grade in an acute care setting.
- Hold a relevant post graduate award at level 9 (Master’s Degree) or higher.
- Have experience working with undergraduate Nursing students in clinical nursing practice or have training experience related to the undergraduate Nursing programme.
- Have the clinical, managerial and administrative capacity to properly discharge the functions of the role.
- Be able to demonstrate the ability to undertake research.
- Have demonstrable ability to analyse, report on, and effect change in nursing practice.
- Have excellent communication and interpersonal skills.
- Demonstrate evidence of continuing learning and professional development
- Proven clinical and managerial ability with vision and leadership skills to lead and manage the nursing and services agendas in line with the HSE, SDU and the HSE Dublin Midlands strategic goals and objectives within the areas of responsibility.
- Experience of the use of contemporary information technology to support nursing practice
Age restriction shall only apply to a candidate where they are 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 2015Schedule 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\. The appointment 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 February 2026 is:
€72,122 by 8 increments to €89,004
*These particulars are subject to change in line with overall public pay policy. Point on scale allocated is based on relevant HSE Circulars.*
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 Nurse Practice Development Co\-ordinator ADON will perform such duties as are outlined in the attached job description.
5\. Hours of work:
Normal working hours are 37\.5 worked over 5 days. Your contracted hours of work are liable to change 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 28 working days 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 3 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* Manage and develop the Nurse Practice Development Department which will evaluate, develop, implement and monitor nursing practice in all areas of the hospital and promote an environment for professional nursing practice which is consistent with the mission, vision, values and strategy of
This listing is from indeed. View original listing ↗