Medical Scientist Senior Histology Department (Grade code 3877) To be confirmed at a later date. Waterford Regional Hospital. HSE South Eastern Area

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1 Job Specification and Terms and Conditions Template Job Title and Grade Medical Scientist Senior Histology Department (Grade code 3877) Competition Reference NRS0941 Closing Date 16 th October 2013 Proposed Interview Date(s) To be Confirmed Taking up Appointment To be confirmed at a later date Location of Post Department of Histology Waterford Regional Hospital Organisational Area Details of Service Reporting Relationship HSE South Eastern Area The regional laboratory service based at Waterford Regional Hospital provides a clinical diagnostic service in all the major laboratory disciplines. The regional laboratory is accredited to the ISO standard. The Histology laboratory provides a Histology and Immunology (autoantibody screening) service to all the acute hospitals in the network and the PCCC in the southeast area, which includes over 220 GP practices in Waterford, Wexford, Carlow, Kilkenny and South Tipperary. The department is led by Consultant Histopathologists who are supported by a team of Medical Scientists and support staff. Reporting to the Chief Medical Scientist, Histology Responsible to Laboratory Manager Responsible to Consultant Histopathologist Purpose of the Post To participate at senior level in providing a high quality and efficient laboratory service to Consultants, Doctors and their patients within the hospital and the community. 1

2 Principal Duties and Responsibilities Service Provision The person holding this post is required to support the principle that the care of the patient comes first at all times and will approach their work with the flexibility and enthusiasm necessary to make this principle a reality for every patient to the greatest possible degree Maintain throughout the Hospital awareness of the primacy of the patient in relation to all hospital activities. Demonstrate behaviour consistence with the Mission and Values of the Hospital Perform the appropriate duties of the office of Senior Medical Scientist, in a consultant-led service under the guidance and management of the Consultant with Administrative Responsibility for the Department, the Chief Medical Scientist or other designated senior staff, whilst retaining the responsibilities of this post. Participate in the work of the Department taking day to day responsibility for planning, prioritising and supervising the analytical work of a section or subsection of the Department in accordance with departmental policy. Perform analytical testing appropriate to a regional histology service Perform all activities related to the receipt, analysis and reporting of laboratory specimens Ensure all equipment is operating correctly and all malfunctions are investigated, reported and repaired accordingly Ensure adequate stocks of supplies and reagents are available at all times Implement all documented procedures and polices of the department Carry out procedures according to laboratory policy and use resources to the maximum efficiency Co operate fully with all infection control procedures Evaluate reagents, equipment, consumable items as required Participate in the future development of the department by implementing new procedures, technology, IT systems, work practices etc. Be familiar with and respond accordingly to the activation of the Major Emergency Plan. Participate in the management of point of care equipment as required Co-operate with other laboratory departments to ensure a holistic laboratory service is provided for all patients Observe strict confidentiality when dealing with all aspects of patient and hospital information Actively participate in continuing professional development, education & research activities as appropriate to the development of their section / 2

3 laboratory. Staff Management Quality Manage and supervise basic grade and support staff within the department Ensure that staff are fully trained to carry out all procedures Supervise and ensure competence of staff to carry out procedures Promote a culture of learning by participating and assisting in continuous professional development of self and others Design and deliver training to staff within the department to support the training of new and existing medical scientists, student medical scientists and laboratory aides working in their section. Document staff training. Promote healthy working relationships and a professional, punctual and dedicated team Facilitate open communication within the department and to other hospital and user sectors Maintain attendance/absence records and duty rosters as required. Perform all assigned work to the highest professional standards in accordance with HIQA standards, ISO and laboratory SOPs Monitor the quality of work and ensure full compliance with legal, professional and safety standards Ensure all policies relating to record keeping are followed and all laboratory records are retained in accordance with hospital policy, accreditation standards and best practice guidelines Participate in designated programs for internal and external control to comply with accreditation requirements Participate in the development and review of standard operating procedures Ensure non-conformances and complaints are fully investigated, resolved and reported to the chief medical scientist and the quality officer Report to laboratory management all issues that might adversely affect the quality system Financial Ensure most effective use of resources Assist in all costing activities within the laboratory Provide appropriate statistical and management information as needed Health & Safety Be familiar with Health & Safety legislation and its 3

4 application to a medical laboratory Manage health & safety in respect of work activities of the department Investigate accidents, incidents and near misses, and take the necessary corrective action Ensure hazards are identified and controls are put in place to reduce hazards to a minimum Ensure good housekeeping practices within the department and all hospital safety management policies are adhered to Risk Management All staff are responsible for identifying, assessing and reporting all risks and for contributing to the management and review of all risks. The above Job Description 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. Eligibility Criteria Qualifications and/ or experience PROFESSIONAL QUALIFICATIONS, EXPERIENCE ETC: 1. Each candidate must, on the latest date for receiving completed application forms for the office: (a) (b) Possess the Bachelor in Science (Applied Science) Honours Degree (Biomedical option) from the University of Dublin/Dublin Institute of Technology, Kevin Street. Or Possess the Bachelor in Science Honours Degree in Biomedical Science from the Joint University College Cork-Cork Institute of Technology course; Or (c) Possess the Diploma in Medical Laboratory Sciences of the Dublin Institute of Technology, Kevin Street, or the Cork Institute of Technology awarded prior to 1994; Or (d) (e) Possess a recognised qualification at least equivalent to (a) or (b) above; Or Possess a recognised qualification at least equivalent to (c) awarded prior to 1994; And (f) Possess a postgraduate degree in the field of Medical Laboratory Science; 4

5 (g) (h) Or Have attained the Fellowship Examination of the Institute of Biomedical Science; And Possess fellowship of the Academy of Medical Laboratory Science (FAMLS) or be eligible for fellowship; And (i) Possess four years experience in a medical laboratory since qualifying as a Medical Scientist. The requirements of 1(f), 1(g) and 1 (h) will not come into effect until 1 st October 2009 in respect of a candidate who: Age (a) Holds the qualifications set out in 1(a), 1(b), 1(d) or 1(e) and (b) Is a member of, or is eligible for membership of, the Academy of Medical Laboratory Science (MAMLS) and was employed as a Medical Scientist (Medical Laboratory Technician) in the health service on or before 1 st April 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. Skills, competencies and/or knowledge Demonstrate an in depth knowledge of laboratory medicine especially Histology practice and procedures Demonstrate evidence based clinical knowledge in making decisions regarding the Histology service Demonstrate knowledge of the requirements of ISO15189 Demonstrate the ability to manage deadlines and effectively handle multiple tasks Demonstrate an awareness of the importance of the 5

6 patient/client at all times Demonstrate leadership and management skills including the ability to work with multidisciplinary team members. Demonstrate effective communication skills including: the ability to present information in a clear and concise manner; the ability to facilitate and manage groups; the ability to give constructive feedback to encourage learning Demonstrate the ability to supervise team members to ensure that workflow processes are optimised and standard procedures are followed Demonstrate the ability to develop and implement standard operating procedures Demonstrate awareness of all the processes involved in laboratory automation from selection, through testing to decommissioning Display evidence based clinical knowledge in making decisions regarding implementing new techniques and equipment into the routine laboratory service Demonstrate sound practical judgement and decisiveness Demonstrate evidence of computer skills including word processing, spreadsheets, powerpoint, research through the internet and mainframe computer systems Demonstrate an awareness of Health & Safety legislation and its compliance within the laboratory Demonstrate proven administrative and organisational skills Demonstrate good time management skills Demonstrate experience in staff training & maintenance of staff training records Demonstrate ability to work on your own initiative, work independently and as a lead person and ability to manage a team Demonstrate ability to maintain self control in difficult and challenging situations Demonstrate initiative and the ability to take on new projects 6

7 Demonstrate skills in evaluating information & Judging Situations Other requirements specific to the post A flexible approach to working hours is required Participation in the out of hours service provided by the Histology laboratory The Senior Medical Scientist may be required to deputise for the Chief Medical Scientist in Histology in his/her absence Competition Specific Selection process n/a Shortlisting 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. Code of Practice The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the new Commissioners for Public Service Appointments (CPSA). Codes of practice are published by the CPSA and are available on in the document posted with each vacancy entitled Code of Practice, information for candidates or on 7

8 HEALTH SERVICES EXECUTIVE Terms and Conditions of Employment Medical Scientist Senior Tenure The initial appointments are whole time, permanent 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 Remuneration The salary scale for the post will be confirmed at offer stage. Working Week The standard working week applying to the post is: 37hrs per week HSE Circular 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 16 th 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 Superannuation The annual leave associated with the whole-time post is: 31 days Pro rata for the hours worked All pensionable staff become members of the pension scheme. 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. 8

9 Appendix 3 to SOP R 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, 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 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

10 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 10

11 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 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. 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. 11

12 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 s, 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 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

13 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 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 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

14 Revise Appendix 2 to SOP R2002, 15 th May 2008 HEALTH SERVICE EXECUTIVE Recruitment and Selection Procedures Submission applications of 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/ ed 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. What we expect from you in return 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 14

15 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. Change candidates details Expenses of 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. 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 (Police Clearance ) Obligation on candidates requested to complete the Official Garda Vetting Form 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 will be required to sign the Standard Declaration in person when they attend for interview. 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. Consequence of false, misleading or inaccurate information 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

16 Screening process 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. 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, 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. 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. 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 Non attendance at interview 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. 16

17 Result interview of 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. Offer employment of 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 Taking appointment up 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. Validation of qualifications, experience etc. 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. Pre-Employment Health Assessment 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. 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

18 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 Certain categories of posts in the HSE are designated posts under the Protection of Persons Reporting Child Abuse Act 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 ) are designated positions under Section 18 of the Ethics in Public Office Act 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 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 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. 18

19 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 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 Code of Practice and Review procedures in relation to the Recruitment and Selection process 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 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. 19

20 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 Act, 1988 and 2003: 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 Certain items of information, not specific to any individual, are extracted from computer records for general anonymous statistical purposes. 20