Household Janitorial Staff

Job Specification and Terms & Conditions Job Title & Grade Household Janitorial Staff ***Specified Purpose Contract*** Campaign Reference RQ969 Closing Date Friday 21st March 2025 Proposed Interview Date Week of 31st March 2025 Taking Up Appointment To be outlined at interview Location of Post Peamount Healthcare, Newcastle, Co. Dublin Details of Service Peamount Healthcare is an independent voluntary organisation that provides a range of high quality health and social care services. We help people return home after a serious illness, we provide safe and homely residential care for those who need it, and we support people to live as independently as possible in the community. Reporting Relationship Household Manager Purpose of Post Household staff are members of the ward team, working with other ward staff to assist the patients, and at all times ensuring smooth and safe functioning in all areas of the ward.All wards care for different categories of patients and variation of duties may occur, as all patients are individuals.The Clinical Nurse Manager or Nurse-in-Charge will give direction on these duties.In general the household staff duties entail kitchen duties and ward duties. Eligibility Criteria Qualifications & Experience The successful candidate will be expected to meet the following desirable criteria: Have a good general standard of education. PC literacy Good communication skills both written and verbal Ability to work as part of a team and assist other members of staff Ability to work with little supervision, while meeting high performance standards. An interest and commitment to providing a clean, safe environment for patients in a health care environment Skills, Competencies and Knowledge Janitorial Duties Maintain a clean hygienic ward. This includes: Transporting and moving of linen and waste bins, skips. Terminal room cleaning. Using large scrubber drier machine to clean floors Emptying unit bins. Decontamination clean of bed frames. Detail cleaning of units. Wall washing on units / corridors. High dusting. This job is flexible and other duties may arise on a day to day basis and are at the discretion of the Clinical Nurse Manager. Kitchen Duties There is one person full-time in the kitchen but the duties and responsibilities of household staff vary from ward to ward and would encompass the following. Taking order for Resident and Patient meals, Preparation and handing out of trays for bed bound patients. Setting of tables in dining-room for ambulant patients. Safe handling of food as it arrives to the ward. Maintaining correct temperature of food. Assisting in the serving of meals. Collection of used trays from wards. Washing dishes/food trays etc. Collecting and replacing jugs of water for patients use. Maintaining a clean hygiene kitchen at all times. Stock control, ordering/checking supplies with Clinical Nurse Manager/person-in-charge. This job is flexible and other duties may arise on a day to day basis and are at the discretion of the Clinical Nurse Manager. Other requirements specific to the post Principal Duties & Responsibilities The above Job Specification 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. Campaign Specific Selection Post A ranking and or short listing exercise may be carried out on the basis of information supplied in your CV.The criteria for ranking and or short listing 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 depending on the service needs of the organisation. Code of Practice Peamount will run this campaign in compliance with the Cod 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 principles 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 Code of Practice. Codes of practice are published by the CPSA and are available on The reform programme outlined for the Health Service may impact on this role and as structures change the job description may be reviewed. The job description is a guide to the general range of duties assigned to the post holder.It is intended to be neither definitive or restrictive and is subject to periodic review with the employee concerned. Terms & Conditions of Employment Senior Staff Nurse Peamount Healthcare, Newcastle, Co. Dublin. Tenure The Current Vacancy available is a Specified Purpose Contract. 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 Peamount Healthcare is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act 2004. Remuneration Remuneration is in accordance with the salary scale approved by the Department of Health:Current salary scale with effect from 1st March 2025:€34,240 (Point 1) to €40,379 (Point9) Working Week The hours allocated to this post are 39 hours per week. The allocation of these hours will be at the discretion of the Department Head and in accordance with the needs of the service. 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 Annual Leave 23 days Probation All employees will be subject to a probationary period as per the probation policy. This policy applies to all employees irrespective of the type of contract under which they have been employed. A period of 12 months probation will be served: On commencement of employment. Fixed term to permanent contract. Permanent employees commencing in promotional posts will also undertake a probationary period relating to their new post. Pension Employees of Peamount Healthcare are required to be members of the Hospitals Superannuation Scheme. Deductions at the appropriate rate will be made from your salary payment. If you are being rehired after drawing down a public service pension your attention is drawn to Section 52 of the Public Services Pension (Single and Other Provisions) Act 2012. The 2012 Act extends the principle of abatement to retired public servants in receipt of a public service pension who secure another public service appointment in any public service body. Maternity Maternity leave is granted in accordance with the terms of the Maternity Protection Acts 1994 and 2001. Sick Leave Peamount Healthcare operates a Sickness Absence Management policy in line with the new Public Service Sick Leave Scheme as introduced in 31st March 2014. An employee cannot avail of paid sick leave during their first 12 months of employment with the hospital. Pre-Employment Health Assessment Prior to commencing in this role a person will be required to complete a form declaring their health status which is reviewed by the hospitals Occupational Health Service and if required undergo a medical assessment with this department. Any person employed by Peamount Healthcare 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. Validation of Qualifications & Experience Any credit given to a candidate at interview, in respect of claims to qualifications, training and experience is provisional and is subject to verification. The recommendation of the interview board is liable to revision if the claimed qualification, training or experience is not proven. References Peamount Healthcare will seek up to two written references from current and previous employers, educational institutions or any other organisations with which the candidate has been associated. The hospital also reserves the right to determine the merit, appropriateness and relevance of such references and referees. Garda Vetting Peamount Healthcare will carry out Garda vetting on all new employees. An employee will not take up employment with the hospital until the Garda Vetting process has been completed and the hospital is satisfied that such an appointment does not pose a risk to clients, service users and employees. Health & Safety These duties must be performed in accordance with the hospital health and safety policy. In carrying out these duties the employee must ensure that effective safety procedures are in place to comply with the Health, Safety and Welfare at Work Act. Staff must carry out their duties in a safe and responsible manner in line with the Hospital Policy as set out in the appropriate departments safety statement, which must be read and understood. Quality, Risk & Safety Responsibilities It is the responsibility of all staff to: Participate and cooperate with legislative and regulatory requirements with regard to Quality, Risk and Safety. Participate and cooperate with external agencies on safety initiatives as required. Participate and cooperate with internal and external evaluations of hospital structures, services and processes as required, including but not limited to: National Standards for Safer Better Healthcare. National Standards for the Prevention and Control of Healthcare Associated Infections. HSE Standards and Recommended Practices for Healthcare Records Management Safety audits and other audits specified by the HSE or other regulatory authorities. To initiate, support and implement quality improvement initiatives in their area which are in keeping with the hospitals continuous quality improvement programme. It is the responsibility of all managers to ensure compliance with regulatory requirements for Quality, Safety and Risk within their area/department Specific Responsibility for Best Practice in Hygiene Hygiene in healthcare is defined as the practice that serves to keep people and the environment clean and prevent infection. It involves preserving ones health, preventing the spread of disease and recognizing, evaluating and controlling health hazards. It is the responsibility of all staff to ensure compliance with hospital hygiene standards, guidelines and practices. Department heads/ managers have overall responsibility for best practice in hygiene in their area. It is mandatory to complete hand hygiene training every 2-years and sharps awareness workshops yearly. Skills: Janitorial cleaning communication