Job Specification and Terms and Conditions Template

Appendix 1 to R2002

Job Specification and Terms and Conditions Template Format Revised 20th August 2007

Job Title and Grade Consultant Paediatrician – Temporary Specified Purpose - 6 month Contract – Subject to Review

Competition 29/15 Reference

Closing Date Monday, 21st September, 2015 at 5.00 pm

Proposed Interview Interviews dates will be confirmed after the closing date. Date (s)

Taking up The successful candidate is required for this post in October, Appointment 2015.

Location of Post This is an appointment on a Type A basis under the Consultants’ Contract 2008 by the Health Service Executive to be based at Midland Regional Hospital Portlaoise (39 hours per week).

Organisational Area HSE Dublin Mid-Leinster.

Details of Service This is a General Paediatric Consultant post. The successful postholder is also required to have particular expertise in the area of neonatology.

The Paediatric Unit of the Midland Regional Hospital at Portlaoise serves the population of Laois, Offaly, North Tipperary and areas of Kildare. Hospital specialties include General Medicine, General Surgery including ICU and CCU. Maternity services include a Special Care Baby Unit. The Paediatric Unit has 25 beds and is equipped with 5 Isolation Units and Resuscitation Bays. The unit is furnished with a Snoezelen Room. Theatre, Radiology, Laboratory and OPD services are on-site. Visiting specialties include Ophthalmology, Orthopaedic, Oncology and the hospital has CT scanning facilities. MRI services are located at the Midland Regional Hospital, Tullamore.

Reporting Reporting to the Assistant National Director/Hospital Manager (or Relationship other employing institution) through his/her Clinical Director (where such is in place). The Clinical Director/Hospital Manager or Assistant National Director HSE PCCC Directorate may require the Consultant to report to him/her from time to time.

Purpose of the Post The Consultant will be responsible for ensuring the highest quality response from the service. The Consultant will function as an integral part of the multi-disciplinary medical team in clinical and administrative matters, including clinical audit, risk management and continuous professional development of staff. The consultant will

1 provide leadership in the clinical setting and will contribute to the design of the service in the context of the current health service reform programme.

This post may be subject to restructuring in the future to facilitate the reorganisation of acute services in line with new clinical models of acute and community services.

Principal Duties and The HSE will determine that the person appointed shall perform the Responsibilities following duties appropriate to the office:-

1. To act as Consultant Paediatrician under the Health Service Executive and in particular;

To attend at Midland Regional Hospital at Portlaoise (39 hours per week) and at such times as may be determined by the Clinical Director/ Hospital Manager, and in emergencies as required and to remain in attendance thereat as long as his/her services are required. (a) To attend at Midland Regional Hospital at Portlaoise and in emergencies as required and to remain in attendance thereat as long as his/her services are required. (b) To attend at any clinic or site maintained by the Health Service Executive within the group catchment as appropriate to provide either thereat or in the appropriate hospital such diagnostic, treatment or consultation service as may be appropriate.

2. To attend as Consultant Pædiatrician as and when required in any hospital or institution managed by the Health Service Executive.

3. To report to the Clinical Director on the determination of service outputs in line with clinical need and within resources as agreed with the employer.

4. To participate in the provision of academic/training input in support of the induction and continuous professional development of staff.

5. To work with the Clinical Director, Assistant National Director and supporting structures, Hospital Manager, Director of Nursing, Medical and Surgical Staff of the hospital in all matters appertaining to the general efficiency of the hospital.

6. To oversee the departmental performance in HIPE, Casemix and ESRI returns.

7. To commission and co-operate with the development and publication of Standard Operating Procedures and Guidelines for the Department.

8. To oversee departmental results in standards for handling Complaints and FOI requests relating to clinical services.

9. To oversee departmental results in attendance at mandatory training of i.e. Fire Safety, Handling and Moving etc.

10. To review submissions to the NHO and HIQA as they pertain to the department and to meet HSE auditors/assessors during visits for the accreditation and licensing of hospital services.

2 11. To furnish on request, to a registered medical practitioner authorised by the Health Service Executive or the Minister, the clinical details regarding any person who is or has been under his/her care in the hospital or clinic, on production of the written consent of the person *( or the written consent of the person’s representative or next-of-kin). Whenever the Minister is of the opinion, however that it would not be in the interests of the common good to seek such consent and he/she certifies accordingly, the officer shall furnish the required information to a registered medical practitioner authorised by the Minister. Where, however, the officer is of the opinion that the nature of the case is such that he/she should inform the **patient of the requirement of the Minister, he/she shall be at liberty to do so. It is not intended that this requirement will operate in a manner which would detract from the patient’s character or reputation. * ( in event of a written consent of the person’s parent or guardian) * (in the event of a child inform the patient’s parents or guardian)

12. To examine any person referred to him/her by the Health Service Executive for examination and report and to furnish to the Health Service Executive a full report of his/her findings on such examination, unless the person referred informs the officer that he/she objects to the examinations or the submission of such report, in which event the officer shall notify the Health Service Executive.

13. To issue or arrange for the issue of, to or in respect of any patient under his/her care in a hospital or referred to him/her at a clinic, without payment by or on behalf of the patients or by the Health Service Executive, any certificates which might reasonably be required by such patient in regard to the state of his/her health in connection with his/her normal employment or his/her entitlements to benefit under any scheme of social insurance or assistance.

14. To ensure that adequate supplies of such drugs, medicines, medical and surgical appliances as he/she considers necessary, will be available in his/her department of the hospital and to report to the Health Service Executive arrangements for the custody of dangerous drugs, etc, which he/she consider to be unsatisfactory.

15. To be responsible for the maintenance of appropriate liaison arrangements between his/her department in the hospital and the child’s normal medical attendants.

16. The person appointed will hold office under the terms and conditions of the revised consultants’ contract which will determine that he/she will participate actively in the management of the hospital, take cognisance of resource constraints and retain clinical autonomy while practicing.

17. To participate in a system of professional practice review (including medical audit) to support the maintenance of service, quality and standards.

18. To participate in structured arrangements for the determination of resource provision and utilisation, service planning and evaluation and performance review, having regard to Value For

3 Money considerations.

19. To carry out research in accordance with established protocols.

20. To notify the appropriate office of any case of infectious or suspected infections diseases in his/her department in the hospital and to furnish him/her with such particulars he/she may require regarding such cases. In conjunction with said officers, to carry out preventative measures of immunisation, vaccination, etc. as may be necessary.

21. To participate in the on-call rota.

22. To participate in the Units of Management created under the “Clinicians in Management Initiative” as appropriate.

23. To initiate, support and implement Continuous Quality Improvement and Accreditation initiatives appropriate to the service.

24. To initiate, support and implement Risk Management systems and initiatives appropriate to the service.

25. To manage locum cover for NCHDs in line with approved whole time equivalent (WTE) complement.

26. To cooperate with developing the units of management in conjunction with the Clinical Director.

27. To assist the Clinical Director in the transformation process.

28. To monitor and control absenteeism and sick leave of staff assigned to his/her control and to have specific responsibility for ensuring that all Human Resources Policies and Procedures are adhered to in their entirety.

29. To be responsible for the proper performance of their duties by the staff assigned to the Department/Specialty and services under his/her control and instruct them in the proper performance of their duties both by means of practical instruction and lectures.

30. To report as a matter of urgency, issues relating to the general welfare of children receiving treatment in the hospital.

31. To participate in arrangements for the determination of performance indicators for the service.

32. To advise hospital management of all planned absences, along with their duration, and make recommendations/ nominations for locum cover.

33. To reside within such distance convenient to the designated work base as may be approved by the Clinical Director/Assistant National Director/Hospital Manager.

To perform such other duties appropriate to the office as may be assigned to him/her by the Clinical Director/Assistant National Director/Hospital Manager.

The above Job Description is not intended to be a comprehensive list of all duties involved and consequently, the

4 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 A candidate must have, on the latest date for receiving completed application forms for the office:- Qualifications and/ or experience, Registration as a specialist in the Specialist Division of the Register of Medical Practitioners maintained by the Medical Council in Ireland in the specialty of Paediatrics.

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.

Other requirements Candidate may be asked to attend meetings or services in outlying specific to the post areas and therefore will need to be in possession of a clean driving licence and/or have access to transport.

Applicants may be shortlisted for interview based on information Shortlisting supplied in the application form at the closing date or in other specified assessment documentation

Criteria for short listing are based on the requirements of the post as outlined in the post specific requirements, duties, skills, competencies and/ or knowledge section of this job specification and the information supplied in the competency based application form if used.

Code of Practice The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the Commissioners for Public Service Appointments (CPSA).

Codes of practice are published by the CPSA and are available on www.careersinhealthcare.ie in the document posted with each vacancy entitled “Code of Practice, information for candidates or on www.cpsa-online.ie

5 HEALTH SERVICES EXECUTIVE

Terms and Conditions of Employment Consultant Paediatrician – Temporary Specified Purpose Contract – Subject to Review

Tenure The appointment is whole-time and temporary.

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: Contract Type A salary as per new Consultant Contract, 2008.

Working Week The standard working week applying to the post is: 39 hours

Annual Leave The annual leave associated with the post is: 30 days pro rata

Superannuation All pensionable staff become members of the pension scheme.

Applicants for posts in the Mental Health service are advised that Section 65 of the Mental Treatment Act, 1945, does not apply to new entrants to the Mental Health Services as defined by the Public Service Superannuation(Miscellaneous Provisions) Act, 2004 (Section 12 of that Act) New entrants

Probation Every permanent 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 As this post is one of those designated under the Protection of Persons Reporting Persons Reporting Child Abuse Act 1998, appointment to this post Child Abuse Act appoints one as a designated officer in accordance with Section 2 of 1998 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

Ethics in Public Positions remunerated at or above the minimum point of the Grade Office 1995 and VIII salary scale (€ 67,567 as at 01.03.2008) are designated 2001 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;

6 Positions remunerated at or A) In accordance with Section 18 of the Ethics in Public Office Act above the minimum 1995, a person holding such a post is required to prepare and furnish point of the Grade an annual statement of any interests which could materially VIII salary scale (€ influence the performance of the official functions of the post. This 67,567 as at annual statement of interest should be submitted to the Chief 01.03.2008 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/

Positions remunerated at or above €173,217 as at 1st March 2008 are Positions designated positions of under the Ethics in Public Office Acts 1995 remunerated at or and 2001. above €173,217 as at 1st March 2008 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.

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.

Under the Standards in Public Office Act 2001, the post holder must within nine months of the date of appointment provide the following documents to the Standards in Public Office Commission at 18 Lower Lesson Street, Dublin 2:

1. A Statutory Declaration, which has been made by the

7 post holder not more than one month before or after the date of the appointment, attesting to compliance with the tax obligations set out in section 25(1) of the Standards in Public Office Act and declaring that nothing in section 25(2) prevents the issue to the post holder of a tax clearance certificate

2. and either (a) a Tax Clearance Certificate issued by the Collector-General not more than 9 months before or after the date of the appointment or (b) an Application Statement issued by the Collector- General not more than 9 months before or after the date of the appointment.

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/

8 Appendix 3 to SOP R2002 20th August 2007

Code of Practice Information for Applicants

Review procedures in relation to the Recruitment and Selection process,

The Health Service Executive The Health Service Executive (HSE) came into operation on the 1st January 2005 following the enactment of the Health Act, 2004. The Act established the Health Service Executive and provided for the dissolution of the Health Boards, the Eastern Region Health Authority (ERHA) and other agencies.

With effect from the 1st April 2005 recruitment for appointments to positions in the HSE is subject to the provisions of the Public Service Management (Recruitment and Appointments) Act, 2004 (the Act) and is regulated by the Commission for Public Service Appointments (CPSA)

Code of Practice: Appointments to positions in the Health Service Executive, apart from those positions which are subject to the Local Authorities (Officers and Employees) Act 1926, are subject to the Codes of Practice published by the CPSA. Appointments in the HSE are governed by Code of Practice for Appointment to Positions in the Civil Service and Public Service, Code of Practice for Emergency Short-Term Appointments to positions in the Health Service Executive and Code of Practice Appointment of Persons with a Disability in the Civil Service and Certain Public Bodies. The Codes of Practice set out how the core principles of probity, merit, equity and fairness, the need to ensure that candidates are selected on the basis of merit, and the implementation of best practice might be applied on a principle basis.

Confidentiality Applications will be treated in strict confidence, subject to the provisions of the Freedom of Information Acts 1997 and 2003 and other provisions that have been identified in the published documentation.

Obligations Placed on Candidates who Participate in The Recruitment Process The Act makes very specific provisions in relation to the responsibilities placed on candidates who participate in recruitment campaigns and these are detailed in Section 5 of the Code of Practice. These obligations are as follows:

 Candidates should note that canvassing will disqualify and will result in their exclusion from the process.  Candidates must not: o knowingly or recklessly provide false information o canvass any person, with or without inducements o personate a candidate at any stage of the process o interfere with or compromise the process in any way

 Any person who contravenes the above provisions, or who assists another person in contravening the above provisions, is guilty of an offence. A person who is found guilty of an offence is liable to a fine and / or imprisonment.

9  In addition, where a person found guilty of an offence was or is a candidate at a recruitment / selection process, then: o Where he / she has not been appointed to a post, he / she will be disqualified as a candidate; and o Where he / she has been appointed as a result of that process, he / she shall forfeit that appointment

Review procedures in relation to the Recruitment and Selection process and Allegations of Breach of the Code of Practice The Code of Practice sets out in Section 7 the review procedures to be followed where a candidate seeks a review of a decision taken in relation to his/her application. These procedures enable you to seek a review if you believe that an action or decision taken in relation to the selection process was unfair or unreasonable. Section 8 of the Code of Practice specifies the review/appeals procedures in relation to allegations of a breach of the Code of Practice.

A summary of the review processes are listed in this document at appendix 1, Review of the Recruitment and Selection process and Appendix 2, Review/appeal in relation to allegations of a breach of the Code of Practice.

Full details on the Code of Practice are available at www.cpsa-online.ie

Health Service Executive

Review Processes 20 th August 2007

Introduction Section 23 of the Public Service Management (Recruitment and Appointments) Act, 2004, in dealing with Codes of Practice, requires the establishment of an appeals process for the Health Service Executive.

The Codes of Practice issued by the Commission provide guidelines on the appeals process, including timescales for submission of complaints, the issuing of acknowledgements, decisions and/or explanations.

The codes outline two types of review processes available to candidates

 Review in cases where a candidate wishes to have an action or decision in relation to his/her candidature reviewed, Section 7  Review/appeals procedures in relation to allegations of a breach of the Code of Practice, Section 8

These are two distinct procedures and they are mutually exclusive.

Full details on the Review Procedures are available at www.cpsa-online.ie

Review procedures where a candidate seeks a review of a decision taken in relation to his/her application, Section 7

The process enables candidates to seek a review when they believe that an action or decision taken was unfair or unreasonable. The review process facilitates three stages of review, Informal Review, Initial Formal Review and Review by the Decision Arbitrator.

10 Informal process

When a request for review of a selection decision is received from a candidate, the Commission recommends that every effort should be made by the office holder, subject to the agreement of the complainant, to resolve the matter on an informal basis before making use of the formal review procedures set out below. Should the candidate remain dissatisfied following any such discussion, or not wish to have the matter dealt with informally, then he/she may adopt the formal procedures in accordance with the process set out below.

The informal process may be availed of within 5 working days of the notification of the initial decision, and should normally take place between the candidate and the person who communicated the decision.

When the decision being conveyed relates to an interim stage of a selection process, the request for informal review must be received within 2 working days of receipt of the decision.

The office holder must carry out the informal review without delay and within a time scale that allows the candidate to avail of the formal review procedures within the specified timelines should he/she so wish.

Where a candidate remains dissatisfied following and such informal discussion, he/she may adopt the formal procedures set out below within 2 working days on the notification of the outcome of the informal review.

Formal process: Initial review

The candidate must address his/her concerns in relation to the process in writing to the office holder, setting out those aspects of the action or decision in relation to his/her candidature that he/she wishes to have reviewed.

A request for review must be made within 10 working days of the notification of the initial decision. When the decision relates to an interim stage of a selection process, the request review must be received within 4 working days.

A request for review must be addressed to the Recruitment Manager of the office that managed the competition in question.

The Review Procedure:

Upon receipt of the request for review, the office holder should issue an acknowledgement within 3 working days.

The person conducting the initial review should consider any written submissions made by the candidate and all other relevant information, including e-mails, notes or memoranda held by the office holder in respect of the selection process.

The outcome must generally be notified to the candidate within 20 working days of receipt of the complaint or request for review.

In communicating with the candidate, which will be done by means of a written report, the initial reviewer should indicate that the candidate may seek to have the outcome of the initial review reviewed by referring the matter to a Decision Arbitrator. The reviewer must further state that a request to do so must be made in writing within 7 working days of receipt of the outcome of the initial formal review.

Review by the Decision Arbitrator

11 Should a candidate be dissatisfied with the outcome of the initial formal review, he/she may request a review by a decision arbitrator of the conduct of the initial review.

The role of the decision arbitrator is to assess whether the initial review has been carried out in line with proper procedures.

The decision arbitrator will make his/her decision on the basis of any written information available in respect of the matter, or written submissions made and, and will not generally conduct interviews, although he/she may do so if warranted by the particular circumstances of individual cases.

12 Review/Appeals Process in relation to allegations of a breach of the Code of Practice, Section 8

Introduction The review process enables persons to seek review by the office holder in the first instance, and by the Commission subsequently on appeal, when they believe that there was a breach of the Code of Practice by the office holder. Allegations of such breaches should be addressed in writing, setting out the basis for the complaint being made, to the office holder in the first instance. The complaint should be addressed to:

The Office of the National Director of Human Resources Health Service Executive Dr Steevens Hospital Dublin 8

Informal process

When an allegation of a breech of the Code of Practice is received from a complainant, the Commission recommends that every effort should be made by the office holder, subject to the agreement of the complainant, to resolve the matter on an informal basis before making use of the formal review procedures set out below. Should the candidate remain dissatisfied following any such discussion, or not wish to have the matter dealt with informally, then he/she may adopt the formal procedures in accordance with the process set out below.

Initial Formal Review The standards and procedures to be followed by the complainant and the office holder in relation to allegations of breaches of the Code of Practice are set out in detail in the Code of Practice on the Commissions web site www.cpsa-online.ie and the essential details are as follows:

Details of the allegation should be provided in writing, together with any relevant documentation which the complainant feels might support his/her allegations.

Upon receipt of the complaint, the office holder should issue an acknowledgement within 3 working days.

The complaint should be reviewed by a person other that any individual directly associated with the appointment process in question.

The outcome must generally be notified to the candidate within 20 working days of receipt of the complaint.

Formal Review by the Commission If a candidate is not satisfied with the findings of the Initial Formal Review, the person may refer the issue to the Commission within 10 working days of receipt of the notification of the decision of the office holder.

The procedures and standards to be followed by the Commission are set out in detail in the Code of Practice on the Commissions web site www.cpsa-online.ie

The Commission may take whatever action it deems necessary where there has been failure to comply with the Code of Practice. The decision of the Commission is final

13 Appendix 5

Revise Appendix 2 to SOP R2002, 12th July 2007

HEALTH SERVICE EXECUTIVE

Recruitment and Selection Procedures

Submission of Applications must be made on the official forms. Completed applications application forms must be returned to the designated address no later than 5.00pm on the date specified in the advertisement as the latest date for receiving completed application forms.

Application forms received after the closing date will not be accepted. Candidates must ensure that applications are posted/e-mailed in sufficient time to guarantee arrival not later than the latest time stipulated for acceptance.

The acceptance of an application form from a person desiring to be a candidate, or an invitation to attend for interview or any other selection method is not an admission by the organisation that the applicant possesses the prescribed qualifications or is not disqualified by law from holding the post.

What you should The aim of the HSE’s Recruitment Service is to provide you with expect from us a confidential service that is:  Professional  Courteous and considerate  Friendly and helpful

We strive to operate a prompt and efficient service that includes  Detailed information on vacancies and the recruitment and selection process  Timely acknowledgement and response to queries  Sufficient notice for all appointments  Clear, specific and meaningful feedback provided when requested by candidates. Detailed interview results to all candidates  Provision of specific requirements for candidates with disabilities.

What we expect Your satisfaction with our service is important to us. In order to from you in fulfil our commitment to you, you can help us by: return  Co-operating with us throughout the Recruitment and Selection process  Providing us with complete and accurate information within specified timeframes  Keeping all confirmed appointments  Notifying us of your inability to attend within a reasonable time scale  Candidates with disabilities should inform us of any specific

14 requirements for interview.

As we appreciate feedback on our service, please feel welcome to give us your comments on your experience with the recruitment process.

Change of candidates Any change of address since submitting your application form details should be notified immediately in writing to the designated office and the title of the post(s) to which it refers clearly stated.

Expenses Candidates are responsible for all expenses incurred in relation to their application for employment with the HSE.

Confidentiality Applications will be treated in strict confidence, subject to the provisions of the Freedom of Information Acts 1997, the Data Protection Act 1988 & 2003, the Public Services Management (Recruitment & Appointments) Act 2004 and other provisions that have been identified in the published documentation.

Garda Clearance The HSE will carry out Garda Clearance on all new employees. (Police New employees will not take up duty until the Garda Clearance Clearance ) process has been completed and the HSE is satisfied that such an appointment does not pose a risk to clients, service users and employees.

All applicants will sign a detailed Standard Declaration which Obligation on forms an integral part of their application form. Candidates candidates who apply using the on-line application form and requested to application forms submitted by e-mail will be required to complete the sign the Standard Declaration in person when they attend Official Garda for interview. Vetting Form All candidates being processed for appointment will, on commencement of the clearance process, sign a Statutory Declaration and complete the Garda Vetting Form.

Candidates being considered for appointments are obliged to complete the official Garda Vetting Form where there must disclose any and all conviction received. This disclosure must include such offences as driving offences, non payment of a TV licence and public order offences, and includes the application of probation or community service.

The HSE will refer to the Garda Siochana individuals who Consequence of wilfully submit, by omission or otherwise, false, misleading false, misleading or inaccurate information in connection with their or inaccurate application for posts with the HSE or on the Garda Vetting information Form as provided for under the Public Service Management (Recruitment and Appointments) Act 2004.

Screening All applications will be screened for eligibility using the essential process qualifications, experience and skills outlined in the Job

15 Specification. Only those applicants who possess the required essential criteria will be progressed to the next stage of the selection process.

Shortlisting Applicants may be shortlisted for interview based on information supplied in the application form at the closing date or in other specified assessment process.

Criteria for short listing are based on the requirements of the post as outlined in the post specific requirements, duties, skills, competencies and/ or knowledge sections of the job specification and the information supplied in the competency based application form, if used.

It is therefore very important that you think about your experience in light of those requirements and that you provide a detailed and accurate account of your qualifications/ experience in your application.

Assessment, The selection process may involve additional assessments, tests and tests or preliminary interviews. Applicants will be notified of Preliminary these additional stages if applicable. interviews

Creation of For some competitions a panel of successful candidates may be panels formed as a result of the interviews. Candidates who obtain a place on the panel and who fulfill the conditions of the selection process may, within the life of the panel, be considered for subsequent approved vacancies. The candidate who obtains first place on the panel will be the first candidate considered for a position, subject to satisfactory clearances, and so on in order of merit.

Interview Interviews are normally conducted by a three person board consisting of subject expert/s and management specialist/s. Credit will be awarded by the interview board to candidates who demonstrate at interview that they possess the experience, competencies and skills listed in the Job Specification and as stated by the candidate in their application form.

The Interview Board will maintain an appropriate record of the interview in support of its subsequent recommendations.

Notification of Interview and Candidates will normally be given at least one weeks notice of Non attendance interview. This time scale may be reduced in exceptional at interview circumstances. Candidates who do not attend for interview or for any other essential test or assessment will be deemed to have withdrawn their application and will have no claim for consideration.

16 Result of Candidates will be notified of the result of their interview at the interview earliest possible date after interview.

The recommendation of the interview board does not constitute a job offer as it is only one stage of the selection process. This selection process continues after interview and includes the clearance checks and validation of documents as outlined below.

Offer of It should be noted that no offer of employment is made, or employment should be interpreted as having been made, until the HSE formally offers employment by way of a contract of employment.

A person will not be appointed to a position until a signed contract is returned to the issuing office

Due to the nature of the service provided there is an onus on the Taking up HSE to ensure that successful candidates take up duty without appointment undue delay. Consequently the following timescales have been set so as to minimise potential disruption of its service to clients and service users;

 In the case of external recruitment candidates will be required to take up duty within 3 month of receipt of the formal offer of employment.

 In the case of internal HSE recruitment the appointee must start in the new role within 6 week from the date of notification.

The HSE reserves the right to withdraw the offer of employment should appointees fail to meet these time frames.

Validation of Any credit given to a candidate at interview, in respect of claims qualifications, to qualifications, training and experience is provisional and is experience etc. subject to verification. The recommendation of the interview board is liable to revision if the claimed qualification, training or experience is not proven.

Pre-Employment Candidates will be required to undergo a medical assessment Health or to complete a form declaring their health status. The result of Assessment the examination or declaration will be reviewed by the HSE’s Occupational Health Service.

References The HSE reserves the right to seek both written and verbal references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The HSE also reserves the right to determine the merit, appropriateness and relevance of such references and referees. Please note: candidates are requested not to submit references with their application form.

17 Code of Practice Appointments to positions in the Health Service Executive are and Review subject to the Codes of Practice published by the Commission procedures in for Public Service Appointments (CPSA). Details of the Code of relation to the Practice are available on line at www.cpsa-online.ie. The Code Recruitment and of Practice sets out how the core principles of probity, merit, Selection equity and fairness might be applied on a principle basis. process The Code of Practice

 specifies the responsibilities placed on candidates who participate in recruitment campaigns.

 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. ”

Data Protection When your application form is received, we create a computer Act, 1988 and record in your name, which contains much of the personal 2003: information you have supplied. This personal record is used solely in processing your candidature.

Such information held on computer is subject to the rights and obligations set out in the Data Protection Act, 1988 and 2003.

Certain items of information, not specific to any individual, are extracted from computer records for general anonymous statistical purposes.