Job Specification and Terms and Conditions
Job Title and
Grade
MEDICAL REGISTRAR,
Required from 10.01.2011 – 10.07.2011
RMWRH030111 Competition
Reference
Closing Date Monday 3 rd January 2011
Applications received after 5pm on the closing date will not
be accepted.
To be confirmed Proposed Interview
Date(s)
Taking up
Appointment
Location of Post
Organisational
Area
Details of Service
Reporting
Relationship
Purpose of the Post
Principal Duties and
Responsibilities
The successful candidate will be required to take up duty on
10.01.2011
Medical Department, Waterford Regional Hospital
HSE – South
To provide duties of Registrar in GIM
Report to Senior Colleagues; SpR, Consultant and Hospital
Management.
Registrar in the Department of Medicine, WRH
Duties:
In general terms, your responsibilities as a Non-Consultant
Hospital Doctor include inter alia:

Diagnosing and treating patients under the direction of the Consultant Medical Staff

Documenting patients on admission and writing appropriate follow-up comments in the case notes

Ordering and interpreting diagnostic tests

Initiating and monitoring treatment

Instigating discussions with patients and relatives

Furthering your own knowledge of diagnosis and management

Participating in programmes of Postgraduate Medical
Education and Training
You are obliged to carry the above and any other duties that are appropriate to your post, as required by the Consultant in charge of the Department.
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Eligibility Criteria
Qualifications and/ or experience
To be registered with the Irish Medical Council
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.
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.
Post Specific
Requirements
Skills, competencies and/or knowledge
Other requirements specific to the post
Competition
Specific Selection process
Strong Communication and interpersonal skills
Evidence of continuing professional Development
Have sufficient medical, diagnostic and management experience and capability to fulfil the functions of the post.
CANDIDATE MUST HOLD UP TO DATE REGISTRATION
WITH THE IRISH MEDICAL COUNCIL
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Shortlisting
Code of Practice
Applicants may be shortlisted for interview based on information 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.
The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the
Commissioners 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 principle basis. The Codes also specifies the responsibilities placed on candidates, feedback facilitates for 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 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. ”
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
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Tenure
Remuneration
Working Week
Annual Leave
Superannuation
Probation
HEALTH SERVICES EXECUTIVE
Terms and Conditions of Employment
The appointment is TEMPORARY, FULL TIME, and pensionable.
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.
The salary scale for this post is: €50,578.00 x 5 annual increments to €60,305.00.
Payment will be made by the Pay Path System. Incremental
Credit may be granted in respect of previous approved service.
Employees will be paid fortnightly on a Thursday and 11 days in arrears
The standard working week applying to the post is: 39
HOURS PLUS ON CALL
The annual leave associated with the post is: 15 CALENDAR
DAYS PER 6 MONTHS CONTRACT, PRO RATA
All pensionable staff become members of the pension scheme.
Every appointment of a person who is not already an employee 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.
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Appendix 3 to SOP R2002 20 th 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 1 st
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 1 st
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
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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.

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
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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.
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.
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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.
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Review by the Decision Arbitrator
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.
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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.
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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.
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Revise Appendix 2 to SOP R2002, 15 th May 2008
HEALTH SERVICE EXECUTIVE
Recruitment and Selection Procedures
Submission of applications
Applications must be made on the official forms.
Completed 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 expect from us
The aim of the HSE’s Recruitment Service is to provide you with 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.
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What we expect from you in return
Change of candidates details
Expenses
Confidentiality
Garda
Clearance
(Police
Clearance )
Obligation on candidates requested to complete the
Your satisfaction with our service is important to us. In order to fulfil our commitment to you, you can help us by:

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 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.
Any change of address since submitting your application form should be notified immediately in writing to the designated office and the title of the post(s) to which it refers clearly stated.
Candidates are responsible for all expenses incurred in relation to their application for employment with the HSE.
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.
The HSE will carry out Garda Clearance on all new employees. New employees will not take up duty until the
Garda 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 forms an integral part of their application form .
Candidates who apply using the on-line application form and application forms submitted by e-mail will be required to sign the Standard Declaration in person when they attend for interview.
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Official Garda
Vetting Form
Consequence of false, misleading or inaccurate information
Screening process
Shortlisting
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 wilfully submit, by omission or otherwise, false, misleading or inaccurate information in connection with their application for posts with the HSE or on the
Garda Vetting Form as provided for under the Public
Service Management (Recruitment and Appointments)
Act 2004.
All applications will be screened for eligibility using the essential qualifications, experience and skills outlined in the Job Specification. Only those applicants who possess the required essential criteria will be progressed to the next stage of the selection process.
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.
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Assessment, tests and
Preliminary interviews
Creation of panels
The selection process may involve additional assessments, tests or preliminary interviews. Applicants will be notified of these additional stages if applicable.
Interview
Notification of
Interview and
Non attendance at interview
Result of interview
For some competitions a panel of successful candidates may be 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.
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.
Candidates will normally be given at least one weeks notice of interview. This time scale may be reduced in exceptional 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.
Candidates will be notified of the result of their interview at the 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.
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Offer of employment
Taking up appointment
Validation of qualifications, experience etc.
Pre-
Employment
Health
Assessment
References
It should be noted that no offer of employment is made, or 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 HSE to ensure that successful candidates take up duty without 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.
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.
Candidates will be required to undergo a medical assessment or to complete a form declaring their health status. The result of the examination or declaration will be reviewed by the HSE’s Occupational Health Service.
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
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Protection of
Persons
Reporting
Child Abuse
Act 1998
Ethics in Public
Office 1995 and
2001
Positions remunerated at or above the minimum point of the Grade
VIII salary scale (€ 67,567 as at 01.03.2008 note: candidates are requested not to submit references
with their application form.
Certain categories of posts in the HSE are designated posts under the Protection of Persons Reporting Child
Abuse Act 1998. Persons appointed to posts in the designated categories shall for the duration of their appointment perform the duties of a designated officer for the purpose of the 1998 Act. Persons appointed to such categories will receive detailed information on their responsibilities under the Act on appointment.
Positions remunerated at or above the minimum point of the
Grade VIII salary scale (€ 67,567 as at 01.03.2008) are designated 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;
A) 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 31 st 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/
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Positions remunerated at or above €173,217 with effect from 1
March 2008
Positions remunerated at or above €173,217 with effect from the 1 st
March 2008 are designated positions of under the Ethics in Public Office Acts 1995 and 2001.
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 31 st
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 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
18

Code of
Practice and Review procedures in relation to the
Recruitment and Selection process
Data Protection
Act, 1988 and
2003: 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/
Appointments to positions in the Health Service Executive are subject to the Codes of Practice published by the
Commission for Public Service Appointments (CPSA).
Details of the Code of Practice are available on line at www.cpsa-online.ie
. The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis.
The Code of Practice
 specifies the responsibilities placed on candidates who participate in recruitment campaigns.

Facilitates feedback to applicants on matters relating to their application when requested,
 outlines procedures in relation to a) requests for a review. of the recruitment and selection process and b) 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.
When your application form is received, we create a computer record in your name, which contains much of the personal 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.
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Certain items of information, not specific to any individual, are extracted from computer records for general anonymous statistical purposes.
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