ROYAL VICTORIA EYE AND EAR HOSPITAL ST VINCENT’S UNVERSITY HOSPITAL JOB DESCRIPTION CONSULTANT ANAESTHETIST ROYAL VICTORIA EYE AND EAR HOSPITAL – 23.5 HOURS ST VINCENT’S UNIVERSITY HOSPITAL – 13.5 HOURS PERMANENT APPOINTMENT Part 1 - Particulars of Office Part II - Qualifications/Person Specification Part III- General Accountability Outline of Duties and Responsibilities PART 1 - PARTICULARS OF OFFICE 1. Appointment to the post of Consultant Anaesthetist is wholetime (37 hours per week) on a Type B basis under the Consultants’ Contract 2008. The post is permanent and pensionable. 2. Remuneration Remuneration is in accordance with the salary scale approved by the Department of Health and Children – Type B Consultant Contract 2008. 3. Duties The Consultant Anaesthetist will perform such duties as are outlined in Part III of this Job Description and assume any other responsibilities that are applicable to the full discharge of this post. 4. Hours of Work The appointment is for a 37 hour weekly commitment at the Royal Victoria Eye and Ear Hospital (23.5 hours) and St Vincent’s University Hospital (13.5 hours) in line with the following schedule: Royal Victoria Eye and Ear Hospital a. 15 hours per week for Theatre activity b. 4 hours Pre and post op patient care c. 1.5 hours Consultation services d. 1.5 hours per week for services to pre-admission clinics e. Participation in the Anaesthesia on-call rota Scheduling will require flexible allocation of theatre time. St Vincent’s University Hospital a. 10 hours per week for Theatre activity b. 2 hrs for pre and post op patient care as required. c. Consultation services as required. d. 1.5 hrs per week for services for pre-admission clinics e. Participation in the Anaesthesia on-call rota. Daily scheduling of the above hours will be agreed with the Hospital Chief Executive in consultation with the Head of the Department of Anaesthesia prior to commencement in post. Starting and finishing times will vary to suit the particular needs of the department to which you are assigned and will be agreed with your Head of Department or his/her designated deputy. You will be expected to be available for overtime or emergency service as the needs of the hospital demand. 5. Probation a. Appointment to a Consultant post is dependent upon the satisfactory completion of a probationary period of 12 months. The probationary period may be extended at the discretion of the Employer for a period of not more than 6 months. In such event the specific reasons for the extension shall be furnished in writing to the probationary Consultant. b. At the end of the probationary period, the Employer shall either: i. certify that the Consultant’s service has been satisfactory and confirm the appointment on a permanent basis; or ii. certify, with stated specified reasons, that the Consultant’s service has not been satisfactory, in which case the Consultant will cease to hold his/her appointment; c. If the Employer should fail to certify in accordance with (b) above, the Consultant shall be deemed to have been appointed on a permanent basis. d. The Employer undertakes to advise the probationary Consultant on a timely basis of issues likely to result in the termination or extension of the probationary period. e. A Consultant who currently holds a permanent Consultant appointment in the Irish public health service will not be required to complete a probationary period should (s)he have done so already. f. A Consultant will not be required to complete the probationary period where (s)he has for a period of not less than 12 months acted in the post pending its filling on a permanent basis. g. During the probationary period, the probationary Consultant will be subject to ongoing review and a formal review will take place not more than 6 months after the date of first appointment on a probationary basis. h. In cases where an allegation of serious misconduct is made against a probationary Consultant, the matter will be dealt with in accordance with Stage 4 of the Disciplinary Procedure (attached at Appendix II). This does not affect the Consultant’s statutory rights under the Industrial Relations Acts, 1946-2004 or any other statute. i. In the case of joint appointments, the holding of any one part of the post is contingent on continuing to hold the other part or parts of the post. j. Employment may be terminated by either party during the probationary period. Should employment be terminated by the Employer, the Employer shall set out in writing the specific reasons for such termination. . 6. Annual Leave The annual leave entitlement is currently 31 days per annum. 7. Superannuation For existing modified rate of PRSI (Class D) pensionable officers of the Voluntary Hospital Superannuation Scheme 1969 (as amended 1977), and its allied Spouses and Childrens pension scheme, the standard rate of contribution is 5% of gross pensionable remuneration with an additional 1½ % of gross pensionable remuneration in respect of Spouses and Children’s pension schemes. From the 6th April, 1995 the Voluntary Hospital (Officers) Superannuation Scheme provides for the introduction of a co-ordinated superannuation scheme. A person (officer) entering service for the first time or re-entering after a break in service will be obliged to pay the full rate of PRSI (Class A). Superannuation contributions will be deducted in the following manner: deduction of 3½ % of net pensionable remuneration (gross pensionable remuneration less twice the current rate of the old age pension) and 1½ % of gross pensionable remuneration in respect of the main scheme with an additional 1½ % of gross pensionable remuneration in respect of Spouse and Children’s Scheme. Please note for employees becoming pensionable under the Voluntary Hospital Superannuation Scheme on or after 1st July 1995 benefits will be preserved on completion of two or more years pensionable service. For further information please contact the Superannuation Officer 8. Sick Leave Granting of payment of salary during illness is discretionary and conditional on the employee complying with the conditions laid down in the hospital’s sick leave policy and will be in accordance with Department of Health and Children regulations. 9. Termination of Office The employment may be terminated at any time by one months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/77. 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. 10. Confidentiality In the course of your employment you may have access to, or hear information concerning the medical or personal affairs of patients and/or staff, or other health service business. Such records and information are strictly confidential and, unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty. In addition records must never be left in such a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required. 11. Garda Clearance / References The appointment is subject to Garda Clearance and satisfactory references in line with application conditions. You will be required to complete a voluntary declaration at the recruitment stage in respect of criminal convictions that may be recorded against you. 12. Medical Examination The appointment is subject to receipt of a satisfactory medical report. 13. Location In the case of major changes taking place in the character of the work being carried out by the hospital this may include relocation to another service area within the Health Service Executive. You will be given as much notice of any such changes to duties/place of work as is reasonably practicable. 14. Working Together In working together employees are expected to display a positive, helpful and caring attitude in the way they conduct themselves encouraging the confidence of patients, colleagues and others. 15. Data protection Computer data should only be accessed if this has been authorised and is necessary as part of work. Unauthorised access, to computers or helping others to access such data will result in disciplinary action being taken. 16. Personal Property The Hospital does not accept responsibility for money, valuables or other property lost or damaged on the premises, whether by fire, theft or otherwise. 17. Quality Patient satisfaction must be to the forefront of your concern. Every patient is to be treated as an individual and provided with a high quality service in terms of courtesy, kindness, interest and efficiency. 18. Health & Safety Fire orders must be observed and staff must attend fire lectures periodically. All accidents within any Department must be reported immediately. In accordance with the Safety, Health and Welfare Act 2005 all staff must comply with all safety regulations. 19. Car Park Facilities The Hospital is not responsible for the provision of car parking facilities for staff. A limited number of parking spaces are currently available. These are allocated subject to an annual charge in accordance with Hospital policy. You should note that there is currently a substantial waiting list for these spaces. Such facilities cannot be guaranteed into the future. Cars are parked on Hospital premises at the owner’s risk. 20. Expenses The Hospital will not be liable for travelling or other expenses incurred by candidates who may be required to attend for interview. 21. Ethical The person appointed will be required to operate to the highest ethical standards and have regard to ethical guidelines drawn up at a National or Hospital level Note The rate and pace of change in the health service is such that the post holder will be required to update their knowledge and skills to fit the changing requirements of the service. Therefore, this Job Description is an outline of the current broad areas of responsibility and accountability and should not be regarded as a comprehensive listing. It will be reviewed and updated in line with future needs. PART II – QUALIFICATIONS/PERSON SPECIFICATION 1) 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 (this will vary between posts in different specialties and sub-specialties) In addition the successful candidate will possess and demonstrate: A record of international level research, with a clear track-record in scientific research, as evidenced by relevant publications in international peer-reviewed literature and/or prior research grant funding Teaching experience and knowledge of current issues in medical education. The drive, energy and initiative to promote change in a challenging and dynamic environment The appointee will have excellent interpersonal skills, and must be able to demonstrate a track record of successfully functioning in a team environment 2) 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. 3) Character Each candidate for and any person holding the office must be of good character 4) Age 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 application forms in the office occurs. 5) Entry to competition / recruitment process For the purposes of eligibility for entry to any competition or recruitment process associated with this post, applicants currently in employment as Senior or Specialist Registrars in HSE or HSE-funded agencies may participate in the competition on the basis that, on the latest date for receipt of applications, they are within 6 months (26 weeks) of certification of completion of specialist training and that evidence for same is provided from the relevant recognised postgraduate medical training body in writing. PART III: GENERAL ACCOUNTABILITY/OUTLINE OF DUTIES AND RESPONSIBILITIES This post is a shared post between the Royal Victoria Eye and Ear Hospital (23.5 hours) and St Vincent’s University Hospital (13.5 hours). They are both university teaching hospitals, affiliated with University College Dublin. Royal Victoria Eye & Ear Hospital The RVEEH is the National Eye centre & a tertiary referral centre for otorhinolaryngeal surgery. Subspecialty services include vitreoretinal and oculoplastic surgery head and neck cncer surgery and major ear surgery. The Department of Anaesthesia at the Royal Victoria Eye and Ear Hospital is affiliated to the South East Dublin Department of Anaesthesia Group of Hospitals (SEDDA), with Our Lady’s Hospital for Sick Children, Crumlin, and with St James’s Hospital. The staff complement at present comprises five consultants, shared with St Vincent’s University Hospital, Our Lady’s Hospital for Sick Children and with St James’s Hospital, and, four trainees (basic specialist trainee grade) from the Eastern Regional Anaesthetic Training Scheme and from SEDDA rotations. The Department of Anaesthesia is recognised for basic specialist training by the College of Anaesthetists RCSI. Teaching comprises in-house tutorials and examination preparation, attendance at the weekly SEDDA grand rounds at St Vincent’s University Hospital and biannual departmental morbidity and mortality meetings. A nominated consultant acts as College of Anaesthetists tutor. The Department provides anaesthetic and perioperative care to approximately 7,500 adults and children (5,000 ophthalmic procedures, 2,500 otorhinolaryngology procedures) annually in a 5 theatre suite complex with one induction/minor procedures room, a 5 bed post anaesthesia care unit and a 2 bed high dependency unit. Approximately 50% of procedures are performed on ambulatory surgery/day care basis (3,384 in 2007). Pre-operative assessment nurse run clinics, supervised by the Department of Anaesthesia review approximately 2,500 patients annually. This consultant appointment at the Royal Victoria Eye and Ear Hospital will support expanding surgical services, teaching and training, and in addition the post will allow expansion of high dependency and acute pain services and development of research interests. St Vincent’s University Hospital St. Vincent’s University Hospital is a 538 bedded teaching hospital. The catchment area has a population of approximately 360,000 people and is situated in Dublin Mid Leinster/South Dublin Hospitals Network. The hospital provides a comprehensive range of medical, surgical, radiology, pathology and other services for this region and, at the present time for some areas outside it. The hospital is part of the teaching facility at University College Dublin and undertakes undergraduate and postgraduate teaching and training. The appointee will have the opportunity of participating fully in all the research and academic activities of the Department of Anaesthesia and will be encouraged to develop their own research interests. They will also be expected to participate in teaching with special emphasis on undergraduates. The appointee will be a member of the Medical Board of St. Vincent’s University Hospital. The appointee will have full access to all the academic facilities available at the St. Vincent’s University Hospital site and through its association with the Faculty of Medicine, University College Dublin. From 1st January 2009, St Vincent's University Hospital buildings and grounds will be smoke-free. General Accountability The chosen person will: 1. Maintain throughout the hospital awareness of the primacy of the patient in relation to all hospital activities. 2. Demonstrate behaviour consistent with the values of the hospital. 3. Actively participate in and promote continuing education and research activities consistent with the position. 4. Promote open communications throughout the hospital. 5. Maintain the highest standards in teaching anaesthesia to trainees/junior doctors. 6. Be expected to participate in the supervision of postgraduate students and conduct research. SPECIFIC ACCOUNTABILITY The chosen person will: 1. Act as Consultant Anaesthetist under the Council of the Royal Victoria Eye and Ear Hospital and the Board of St Vincent’s University Hospital. 2. Participate in the development, administration and provision of Anaesthetic services at the Royal Victoria Eye and Ear Hospital and St Vincent’s University Hospital. 3. Provide emergency cover/on-call as required at the Royal Victoria Eye and Ear Hospital and St Vincent’s University Hospital. 4. Provide anaesthetic advice and opinion for management of in-patients and day care patients. 5. Maintain a programme of continuing medical education applicable to the responsibilities of the post 6. Participate in undergraduate and postgraduate teaching for medical, nursing and other staff. 7. Participate in research and clinical audit. 8. Liaise with the Chief Executive and the Hospital Management Group in all matters pertaining to the efficiency of the Royal Victoria Eye and Ear Hospital and with the Chief Executive and the Board in matters pertaining to the efficiency of St. Vincent’s University Hospital. 9. Perform such other duties appropriate to his/her office as may be assigned to him/her by the Chief Executive/Hospital Management Group of the Royal Victoria Eye and Ear Hospital and the Chief Executive/ Board of St Vincent’s University Hospital.