Post on 12-Jun-2018
transcript
ANNEXURE A
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Professional Nurse (Community Service)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A1
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Professional Nurse
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Deputy Nursing Manager
SUB-DIVISION: MEDICAL WARDS
1 Assistant Manager (Area)
SECTION: FEMALE WARD 1 Assistant Manager Nursing (Unit Manager)
2 Professional Nurse Grade 2 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
Professional Nurse (Community Service) 10 Staff Nurse Gr 1/2 and Nursing Assistant Gr 1/2
SECTION: MALE WARD 1 Assistant Manager (Unit Manager)
2 Senior Professional Nurse Grade 2 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
Professional Nurse (Community Service) 10 Staff Nurse Gr 1/2 and Nursing Assistant Gr 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a cost effective, efficient and equitable manner under supervision during community service year.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Participate in the implementation of the nursing plan (clinical practice/quality patient care):
• Implement a comprehensive nursing care plan/program for the promotion of health, self-care, treatment and rehabilitation of patients.
• Administer treatment plan of common or minor primary health conditions presented at primary care facilities in accordance with prescribed norms and standards, guidelines and treat conditions of patients as prescribed.
• Screen health problems and diseases in accordance with prescribed norms and standards. • Maintain a therapeutic relationship and environment in which health care can be provided
optimally and safely. • Report and communicate on the continuity of care to the caregivers and members of the health
team. • Create and maintain a complete and accurate nursing record for individual health care users. • Audit clinical records by analyzing data. • Participate in health promotion and illness prevention initiatives and contribute to their
evaluation. • Demonstrate and understand traditional healing practices within the health care user’s belief.
40%
3
MAIN OBJECTIVES %
2.
Implement standards, practices, criteria and indicators for quality nursing (quality of practice):
• Maintain a plan to improve the quality of nursing and health care. • Implement quality improvement plan. • Participate in the auditing of quality of nursing and health care. • Assist in the development of nursing and improvement of standards of care through research. • Create an environment and learning opportunities that foster professional growth and
improvement in nursing and health care. • Perform or carry out interventions ranging from personal care with active involvement of
patients and other members of the team. • Develop and document interventions and progress of patients to facilitate continuity of care. • Participate in the formulation and review of nursing interventions through comprehensive and
on-going assessment. • Identify health indicators and risk factors and conduct client satisfaction surveys
25%
3.
Practice nursing and health care in accordance with the laws and regulations relevant to nursing and health care:
• Maintain a professional and ethical practice as well as an enabling environment for ethical practice.
• Protect and advocate rights of patients regarding health care. • Participate in the implementation of patient care standards, policies and procedures. • Compliance and adherence to the relevant acts/prescripts applicable within the nursing
environment. • Participate in the education and professional development of students. • Apply the principles of nursing care in service rendering, for the maintenance of professional
excellence. • Implement nursing care management activities according to the Standards of Practice and Scope
of Practice and act upon breaching of laws relating to nursing practice and professional code of conduct and practice standards.
• Implement quality improvement plan, the Nursing Act and Regulations, the Code of Ethics and Professional Practice of the South African Nursing Council.
• Implement procedures that maintain effective infection control and occupational and safety measures in accordance with Occupational Health & Safety legislation.
15%
4.
Maintain a constructive working relationship with nursing and other stakeholders:
• Communicate with the multi-disciplinary health teams, organizations and special interest groups when dealing with community health issues and needs.
• Participate in the dissemination of information on epidemics, nutritional disease, maternal and infant morbidity and mortality and other common diseases.
• Participate in health promotion and illness prevention initiatives. • Implement nursing interventions to achieve expected outcomes.
10%
4
MAIN OBJECTIVES %
5.
Utilize human, material and physical resources efficiently and effectively:
Human
• Participate in the training and professional development of students. • Maintain accountability and responsibility for nursing care activities Material and Physical Resources
• Assist in the ordering of stock • Report maintenance of equipment
10%
A. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
E. PERFORMANCE STANDARDS & INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results) INDICATORS (indicating how well standards were achieved)
1. Participate in the implementation of the nursing plan (clinical practice/quality patient care)
• Nursing care plan/program • Patient assessment reports • Continuity of care report • Norms and standards guidelines available • Treatment evaluation report • Treatment and prescription plan • Health care information assessment report • Audited clinical records • Patient care communication plan • Nursing care plan • Nursing data and information (health indicators)
available • Confidential patient reports
5
MAIN OBJECTIVES (measurable outputs/end results) INDICATORS (indicating how well standards were achieved)
2. Implement standards, practices, criteria and indicators for quality nursing (quality of practice)
• Nursing and health care improvement plan • Nursing care audit report • Health research report • Student assessment programs and reports • Continuity of care plan • Continuity of care interventions and progress
plan and report • Continuity of care assessment report • Client satisfaction survey • Health indicators and risk factors report • Health promotion program
3. Practice nursing and health care in accordance with the laws and regulations relevant to nursing and health care
• Professional and ethical practice guidelines • Policies and legislation available • Policies, protocols and guidelines available • Patient Rights Charter • Patient care standards, policies and procedures
available • Acts/prescripts compliance/ adherence report • Standards of Practice and Scope of Practice
available • Professional and nursing care guidelines • Quality nursing care principles • Nursing care management plan • Nursing intervention revised/reviewed • Nursing intervention assessment report • Nursing care intervention measures • Quality assurance monitoring indicators and
tools • Infection control procedures • Occupational and safety measures
4. Maintain a constructive working relationship with nursing and other stakeholders
• Reports of meetings • Circulars and Minutes • Nursing professional guidelines • Peer review reports • Health improvement plan • Quality assurance report
5. Utilize human, material and physical resources efficiently and effectively
• Personal Development Plan • Performance instruments and evaluation reports • Inventory registers • Stock register • Scheduled drug register
6
F. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
2. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Clinical Manager/Multi-disciplinary team
Nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
6. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7
G. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTAL COMPETENCY
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
Good Communication skills Report writing skills Computer Literacy Ability to function as part of team.
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council to undergo community service. Current registration with the South African Nursing Council (SANC) as a Community Service Professional Nurse
H. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
I. CAREER PATHING
Promotion to next higher post
1. Professional Nurse Grade 1 (General Nursing)
2. Nature of work in next higher post:
As required in the higher post
J. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to this job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
8
K. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
L. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE B
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Professional Nurse (General Nursing)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A2, PN-A3, PN-A4
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Operational Manager Nursing (General Unit)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Deputy Nursing Manager
SUB-DIVISION: MEDICAL WARDS
1 Assistant Manager (Area)
SECTION: FEMALE WARD 1 Operational Manager Nursing (General Unit)
8 Professional Nurse Grade 1/2/3 (General Nursing) 2 Staff Nurse Grade 1/2
8 Nursing Assistant Grade 1/2
SECTION: MALE WARD 1 Operational Manager (General Unit)
8 Professional Nurse Grade 1/2/3 (General Nursing) 2 Staff Nurse Grade 1/2
8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provide direction and supervision for the implementation of the nursing plan (clinical practice/quality patient care):
• Implement a comprehensive nursing care plan/program for the promotion of health, self-care, treatment and rehabilitation of patients.
• Administer treatment plan of common or minor primary health conditions presented at primary care facilities in accordance with prescribed norms and standards, guidelines and treat conditions of patients as prescribed.
• Screen health problems and diseases in accordance with prescribed norms and standards. • Maintain a therapeutic relationship and environment in which health care can be provided
optimally and safely. • Report and communicate on the continuity of care to the caregivers and members of the health
team. • Create and maintain a complete and accurate nursing record for individual health care users. • Audit clinical records by analyzing data. • Participate in health promotion and illness prevention initiatives and contribute to their
evaluation. • Demonstrate and understand traditional healing practices within the health care user’s belief.
40%
3
MAIN OBJECTIVES %
2.
Implement standards, practices, criteria and indicators for quality nursing (quality of practice):
• Maintain a plan to improve the quality of nursing and health care. • Implement quality improvement plan. • Participate in the auditing of quality of nursing and health care. • Assist in the development of nursing and improvement of standards of care through research. • Create an environment and learning opportunities that foster professional growth and
improvement in nursing and health care. • Actively engage in the education and training of students in the health care system. • Perform or carry out interventions ranging from personal care with active involvement of
patients and other members of the team. • Develop and document interventions and progress of patients to facilitate continuity of care. • Participate in the formulation and review of nursing interventions through comprehensive and
on-going assessment. • Identify health indicators and risk factors and conduct client satisfaction surveys
25%
3.
Practice nursing and health care in accordance with the laws and regulations relevant to nursing and health care:
• Maintain a professional and ethical practice as well as an enabling environment for ethical practice.
• Protect and advocate rights of patients regarding health care. • Implement patient care standards, policies and procedures. • Compliance and adherence to the relevant acts/prescripts applicable within the nursing
environment. • Contribute to the education and professional development of students. • Apply the principles of nursing care in service rendering, for the maintenance of professional
excellence. • Implement nursing care management activities according to the Standards of Practice and Scope
of Practice and act upon breaching of laws relating to nursing practice and professional code of conduct and practice standards.
• Implement quality improvement plan, the Nursing Act and Regulations, the Code of Ethics and Professional Practice of the South African Nursing Council.
• Implement procedures that maintain effective infection control and occupational and safety measures in accordance with Occupational Health & Safety legislation.
15%
4.
Maintain a constructive working relationship with nursing and other stakeholders:
• Collaborate with members of the health and social care teams and assist in decision-making pertaining to health care delivery.
• Communicate with the multi-disciplinary health teams, organizations and special interest groups when dealing with community health issues and needs.
• Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and mortality and other common diseases.
• Participate in health promotion and illness prevention initiatives. • Implement nursing interventions to achieve expected outcomes.
10%
4
MAIN OBJECTIVES %
5.
Utilize human, material and physical resources efficiently and effectively:
Human
• Contribute to the training and professional development of students and sub-ordinates • Maintain the duty roster, leave schedules and attendance register • Maintain accountability and responsibility for nursing care activities Material and Physical Resources
• Order stock • Report maintenance of equipment
10%
A. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATION
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
5
G. PERFORMANCE STANDARDS & INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results) INDICATORS (indicating how well standards were achieved)
1. Provide direction and supervision for the implementation of the nursing plan (clinical practice/quality patient care)
• Nursing care plan/program • Patient assessment reports • Continuity of care report • Norms and standards guidelines available • Treatment evaluation report • Treatment and prescription plan • Health care information assessment report • Audited clinical records • Patient care communication plan • Nursing care plan • Nursing data and information (health indicators)
available • Confidential patient reports
2. Implement standards, practices, criteria and indicators for quality nursing (quality of practice)
• Nursing and health care improvement plan • Nursing care audit report • Health research report • Student assessment programs and reports • Continuity of care plan • Continuity of care interventions and progress
plan and report • Continuity of care assessment report • Client satisfaction survey • Health indicators and risk factors report • Health promotion program
3. Practice nursing and health care in accordance with the laws and regulations relevant to nursing and health care
• Professional and ethical practice guidelines • Policies and legislation available • Policies, protocols and guidelines available • Patient Rights Charter • Patient care standards, policies and procedures
available • Acts/prescripts compliance/ adherence report • Standards of Practice and Scope of Practice
available • Professional and nursing care guidelines • Quality nursing care principles • Nursing care management plan • Nursing intervention revised/reviewed • Nursing intervention assessment report • Nursing care intervention measures • Quality assurance monitoring indicators and
tools • Infection control procedures • Occupational and safety measures
6
MAIN OBJECTIVES (measurable outputs/end results) INDICATORS (indicating how well standards were achieved)
4. Maintain a constructive working relationship with nursing and other stakeholders
• Attendance register • Reports of meetings • Circulars and Minutes • Nursing professional guidelines • Peer review reports • Health improvement plan • Quality assurance report
5. Utilize human, material and physical resources efficiently and effectively
• Monthly allocation lists • Duty schedules, attendance/time registers • Leave schedules • Personal Development Plan • Performance instruments and evaluation reports • Inventory registers • Stock register • Scheduled drug register
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
2. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Clinical Manager/Multi-disciplinary team
Nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
6. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7
KEY CUSTOMERS REQUIREMENTS OUTPUTS
7. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTIAL COMPETENCY
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking skills Problem solving skills Information Management Knowledge Management
Planning & Organising Computer Literacy
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse Where applicable completion of community service
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher grade
1. Professional Nurse Grade 2 (General Nursing)
2. Nature of work in next higher grade:
As required in the higher grade
8
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to this job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE C
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Operational Manager Nursing (General Unit) Grade 1 & 2
Occupational Specific Dispensation Professional Nurse
Job Level PN-A5 and PN-A6
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Assistant Manager Nursing (Area)/Manager Nursing (Head of Nursing Services)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
1 Deputy Manager Nursing
CLINIC/HEALTH CENTER
1 Assistant Manager Nursing (Area)/Assistant Manager Nursing (Head of Nursing Services) 1 Operational Manager Nursing (General Unit) Grade 1/2
8 Professional Nurse Grade 1/2/3 (General Nursing) 2 Staff Nurse Grade 1/2
8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To ensure that a holistic nursing care service is delivered to patients in a cost effective, efficient and equitable manner by the Unit. Ensure compliance to professional and ethical practice.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Supervise and ensure the provision of an effective and efficient patient care through adequate nursing care:
• Actively participate in the provision of nursing care to patients. • Treat complex health conditions presented at health care facilities. • Ensure the formulation of accurate nursing and health care diagnosis to clarify client’s needs
including learning, information and counseling. • Screen and diagnose complex ailments, health problems and diseases in accordance with
prescribed norms and standards. • Assist in the development of a plan for prescribing treatment of common or minor primary
health conditions in accordance with prescribed norms and standards. • Audit records by analyzing data, identification of health indicators and risk factors as well as
co-ordinate the conducting of client satisfaction survey. • Supervise the collection and analysis of data through community assessment and involve clients
in assessing their health needs and provide advise during clinic visits. • Collaborate with other members of the health care teams to identify actual and potential areas
for nursing and health research in order to improve or maintain quality care. • Maintain the quality of nursing data and information and utilize it to advise, advance and
evaluate the quality and cost-effectiveness of nursing care.
20%
3
MAIN OBJECTIVES %
2.
Coordinate and monitor the implementation of nursing care plan and evaluation thereof:
• Create an enabling environment that is therapeutic and meets the clients’ need for privacy, confidentiality, well being and dignity.
• Perform interventions ranging from personal care with active involvement of patients and other members of the team.
• Communicate the need for continuity of care to patients and health care givers at the various levels of community care.
• Develop and document interventions and progress of patients to facilitate continuity of care. • Formulate and revise nursing interventions through comprehensive and on-going assessment. • Develop and review the nursing care plan and make necessary changes so as to facilitate
communication with other health care team members for continuity of care. • Supervise and evaluate the treatment of common and minor conditions.
15%
3.
Provide relevant health information to health care users to assist in achieving optimal health care and rehabilitation of patients:
• Take part in health promotion and illness prevention initiatives and assist in their evaluation. • Empower individuals, groups and communities in adopting healthy lifestyles and self-care. • Participate in health promotion and illness prevention initiatives. • Conduct nursing staff meetings to disseminate information such as new developments on
nursing, policies, circulars, etc. • Apply the scientific process of nursing and principles to the nursing care of individuals, groups
and communities. • Review the effectiveness of the application of a scientific approach to nursing principles for
quality care. • Communicate in a manner that facilitates empowerment of subordinates. • Contribute to the education and professional development of students. • Apply the principles of PHC in service rendering, for the maintenance of professional
excellence.
5%
4.
Maintain constructive working relationships with nursing and other stakeholders (i.e. inter-professional, inter-sectoral and multi-disciplinary teamwork):
• Collaborate with members of the health and social care teams and participate in decision-making pertaining to health care delivery.
• Consult within the multi-disciplinary health teams, organizations and special interest groups when dealing with community health issues and needs.
• Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and mortality and other common diseases.
• Participate in multi-disciplinary quality assurance task teams. • Participate in peer review based on the agreed upon quality assurance monitoring indicators and
tools.
10%
4
MAIN OBJECTIVES %
5.
Participate in the analysis, formulation and implementation of nursing guidelines, practices, standards and procedures:
• Facilitate the setting, review and update of patient care standards, policies and procedures. • Ensure the awareness, compliance and adherence to the relevant acts/prescripts applicable
within the nursing environment. • Advocate for the rights of patients/clients and improvement of health care. • Develop and implement quality improvement plan. • Identify and develop nursing interventions to achieve expected outcomes. • Revise nursing interventions through comprehensive and ongoing assessment. • Implement nursing care management activities according to the Standards of Practice and Scope
of Practice and act upon breaching of laws relating to nursing practice and professional code of conduct and practice standards.
• Implement the Nursing Act and Regulations, Code of Ethics and Professional Practice of the South African Nursing Council.
• Implement procedures that maintain effective infection control and occupational and safety measures in accordance with Occupational Health & Safety Legislation.
20%
6.
Manage and monitor proper utilization of human, financial and physical resources:
Human
• Analyze staffing needs and develop a plan to meet the needs. • Allocate nursing personnel in different units and implement the PMDS. • Explore opportunities for professional development and ensure training and development of
staff. • Deal with grievances and labour relations issues in terms of the laid down policies/procedures
i.e. manage workplace discipline. • Compile and control duty roster, leave schedules and attendance register. • Monitor and ensure that all nurses are licensed to practice. • Delegate activities commensurate with the abilities and scope of practice of other nurse
practitioners. Financial and Physical Resources
• Participate in the development of business plans and promote ways of containing health care
costs without compromising standards. • Motivate for relevant material resources. • Manage and control assets. • Develop business plans in line with the strategic plans. • Ensure proper implementation of the budget by monitoring, projecting & reporting expenditure. • Ensure that spending is maximized in line with strategic objectives.
30%
E. DIMENSIONS OF THE POST
Personnel Budget • Hundreds of thousands
Equipment Budget • Tens of thousands
Stores Budget • Hundreds of thousands
5
F. DELEGATIONS
Labour Relations
Delegations
Human Resources Delegations Financial
Delegations
Signing Authority
Procurement Delegations
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
R500 000
Procurement delegations: Approval of expenditure up to R……….. ………….per case
Initiating and presiding over disciplinary enquiries
G. PERFORMANCE STANDARDS & INDICATORS
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Supervise and ensure the provision of an effective and efficient patient care through adequate nursing care
• Patient reports • Norms and standards guidelines • Nursing care monitoring tool • Treatment and prescription plan • Health research identification report • Audited clinical records • Clinic/Health care visit reports • Patient care communication plan • Nursing care plan • Nursing data and information • Client satisfaction survey reports • Improvement plan
2. Coordinate and monitor the implementation of nursing care plan and evaluation thereof
• Confidential patient reports • Nursing care intervention measures • Continuity of health care plan • Continuity of health care interventions and
progress report • Continuity of health care assessment report • Treatment evaluation report
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
3. Provide relevant health information to health care users to assist in achieving optimal health care and rehabilitation of patients
• Health promotion program and report • Capacity building program • Attendance register • Reports of meetings • Circulars • Minutes • Professional guidelines • Nursing care guidelines • Quality care principles • Student assessment programs and reports
4. Develop and maintain constructive working relationships with nursing and other stakeholders (i.e. inter-professional, inter-sectoral and multi-disciplinary teamwork)
• Attendance register • Reports of meetings • Circulars and Minutes • Nursing data and information • Nursing professional guidelines • Peer review reports • Meeting schedules • Meeting resolutions • Health improvement plan • Disaster management plan • Multi-disciplinary committee • Quality assurance report • Quality assurance monitoring indicators and tools
5. Participate in the analysis, formulation and implementation of nursing guidelines, practices, standards and procedures
• Update and review patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Quality improvement plan • Nursing intervention measures • Nursing intervention assessment report • Nursing health care management plan • Standards of Practice and Scope of Practice • Policies and Legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Occupational and safety measures
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
6. Manage and monitor proper utilization of human, financial and physical resources
• Staffing needs analysis report • Monthly allocation lists • Approved duty schedules, attendance/time
registers • Leave schedules • Performance instruments reviews • Personal Development Plan • Annual leave roster • Performance evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report and disciplinary code
& procedure • Delegation letters • Strategic and business plans • Budget report • Monthly expenditure report • Availability of material resources • Inventory registers • Commitment registers
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support.
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Manager Nursing General advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Nursing General advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager (Area) Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5. PHC Co-ordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
6.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
8
KEY CUSTOMERS REQUIREMENTS OUTPUTS
7. Private Sector Organizations: Training Institutions and Unions
General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (clinic board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTIAL COMPETENCY
Thorough knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, etc
Operational Management skills Ability to interact with diverse stakeholders and health care users and givers. Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking Problem solving skills Information Management Planning and Organizing skills Computer literacy skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Cooperative Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) A minimum of 7 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing
9
KNOWLEDGE SKILLS PERSONAL EXPERIENTIAL COMPETENCY
Knowledge of HR policies such as: Skills Development Act, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure
People Management Conflict Management Change Management Knowledge Management
Planning & Organising
Ditto Knowledge of the management of people, financial management and conflict management
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post:
1. Next higher post: Assistant Manager Nursing (Area)/Assistant Manager Nursing (Head of Nursing Services)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE D
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Clinical Programme Coordinator
Occupational Specific Dispensation Professional Nurse
Job Level PN-A5 and PN-A6
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to District Manager
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
1 District Manager
1 Clinical Programme Coordinator Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To manage and coordinate the activity of the programme.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Facilitate and oversee the development of operational/business plans to give strategic guidelines
• Align individual performance to the strategic business objectives as outlined in the component’s balance scorecard
• Oversee the development and implementation of policies, directives, acts and regulations • Ensure that efficient and suitable work procedures are identified, developed and implemented • Participate in the district management decision making structure
20%
3
MAIN OBJECTIVES %
2.
Provide professional and technical support for the provision of quality patient care through proper management of relevant programmes:
• Ensure the identification and outlining of objectives for the plan of care taking into consideration the capacity of clients
• Facilitate the auditing of clinical records by analyzing data • Identify health indicators and risk factors • Coordinate the conducting of client satisfaction surveys • Ensure continuity of care by communicating with relevant health workers • Actively participate in patient care during support visits • Develop and review priorities, objectives and patient care interventions • Plan and monitor progress through comprehensive and ongoing assessment and evaluation of the
health status of individuals, families and the community • Coordinate the provision of relevant health information to health care users • Apply and demonstrate an understanding of traditional healing practices
10%
3.
Maintain standards and norms of nursing practice to promote the health status of health care users:
• Utilize the Nursing Act, Regulations, Code of Ethics and Professional Practice of the SANC and the body of scientific knowledge in service rendering
• Conduct staff meetings to disseminate information such as new developments on policies and guidelines
• Monitoring and evaluation of maintenance of nursing ethos and professionalism • Respond to queries and questions from relevant structures with regard to complaints of nurses
conduct to patients
20%
4.
Develop and implement quality assurance programmes, guidelines, protocols, norms and standards:
• Ensure the implementation of standards of practice and activities for patient care • Participate in policy development and facilitate stakeholder participation to ensure that health
care user’s needs receive attention • Advocate for the rights of clients in the health care system • Participate in multi-disciplinary quality assurance task groups at various levels • Utilize quality assurance and risk management strategies to create and maintain a safe
environment for health delivery • Implement procedures to maintain effective infection control and ensures safe administration of
therapeutic substances
10%
5.
Utilize information technology (IT) and other management information systems to manage information for the enhancement of service delivery:
• Maintain the quality of data and information in documentary and electronic systems • Evaluate the content of minimum program data sets and utilize it to compare interventions and
outcomes • Analyse and interpret programme information to evaluate the quality and cost effectiveness of
the programme • Utilize analysed data to assist during decision-making
10%
6.
Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promotes effective and efficient health care • Develop good working relationships within the department and with stakeholders • Participate with members of the health team in decision-making pertaining to health care delivery • Consult and collaborate with multi-disciplinary health teams, organizations and special interest
groups • Participate in and represent the district/sub district at various forums • Liaise and coordinate with governmental, non-governmental institutions, other structures and
organizations • Attend meetings and communicate on a regular basis with various stakeholders • Develop relationships across diverse groups of stakeholders
10%
4
MAIN OBJECTIVES %
7.
Manage and utilize resources in accordance with relevant directives and legislation:
Human
• Analyze staffing needs and develop a plan to meet the needs • Deal with grievances and labour relations issues in terms of the laid down policies/procedures
i.e. manage workplace discipline • Review, explore and utilize opportunities for professional development to enhance professional
knowledge • Contribute to the education and professional development of students and colleagues • Initiate the recruitment and retention of competent nursing personnel • Manage and monitor the implementation of the PMDS • Facilitate training and development of nursing professionals and ensure capacity and
development of staff • Ensure delegation of activities commensurate with the abilities and scope of practice of other
nurse practitioners • Manage and monitor the implementation of a duty roster, leave schedules and attendance
register Financial and Physical Resources
• Formulate and manage the component’s budget against its strategic objectives and ensure proper
utilisation thereof • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure • Ensure that spending is maximized in line with strategic objectives • Monitor memorandums of understanding, service level agreements and expenditure review
Physical and material • Initiate and identify ways of containing health care costs without compromising standards • Monitor and report on the utilisation of physical equipment • Manage and control material resources and assets
20%
E. DIMENSIONS OF THE POST
Personnel Budget • R1m
Equipment Budget • R1.5m
Stores Budget • R100 000
5
F. DELEGATIONS
Labour Relations
Delegations
Human Resources Delegations Financial
Delegations
Signing Authority
Procurement Delegations
Managing workplace discipline
R1 000 000
Procurement delegations: Approval of expenditure up to R……….. ………….per case
Initiating and presiding over disciplinary enquiries
G. PERFORMANCE STANDARDS & INDICATORS
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Facilitate and oversee the development of operational plans
• Formulate and implement strategic plans and reports
• Develop policies and strategies • Align individual performance to strategic
objectives • Strategic framework report • Performance standard report • Develop operational plans • National and provincial policies, acts and
regulations • Develop management plans • Quarterly and annual plans
2. Provide professional and technical support for the provision of quality patient care
• Programme objectives • Programme audit report • Client satisfaction survey • Continuity of care plan • Health care research report • Programme intervention plan • Health status assessment and evaluation report • Patient reports • Monitoring tool • Patient care communication plan • Quality improvement plan • Develop and implement programme interventions• Review programme interventions • Programme intervention assessment report
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
3. Maintain standards and norms of nursing practice to promote the health status of health care users
• Maintain programme standards and norms • Develop monitoring and evaluation instrument • Queries and complaints register • Minutes, memos, reports and letters • Nursing Act and the regulations, Code of Ethics
and Professional Practice of the South African Nursing Council
• Correspondence register • IT system available • Quality assurance programme • Conduct workshops • Quality nursing care report
4. Develop and implement quality assurance programmes, protocols, norms and standards
• Update and review patient care standards • Compliance to Acts and prescripts • Programme management plan • Standards of practice and scope of practice • Policies and legislation • Policies, protocols and guidelines • Patient Rights charter • Infection control procedures • Stakeholder participation • Occupational and safety measures • Multi-disciplinary quality assurance report • Peer review report • Quality assurance monitoring indicators and tools
5. Utilize information technology (IT) and other management on formation systems to manage information for the enhancement of service delivery
• Protocols, norms and standards • National and provincial policies and guidelines • Awareness programme • Develop effective implementation measures • Review internal policies • Develop integrated nurses service delivery • Quality assurance programmes
6. Establish, maintain and participate in inter-professional and multi-disciplinary teamwork
• Quality patient care • Reports • IT systems and database • Community awareness programmes • Training and development programmes • Recruitment and retention report
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
7. Manage and utilize resources in accordance with relevant directives and legislation
• Attending of meetings • Minutes and resolutions of meetings • Memos, letters and reports • Staffing needs analyses report • Monthly allocation lists • Approved duty schedules, attendance registers • Leave schedules • Performance instruments reviews • Personal development plan • Annual leave roster • Performance instruments and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Delegation reports • Disciplinary code and procedures • Develop business plans • DFF reports • BAS budget report • Monthly expenditure report • Commitment register • PFMA • Procurement policies and guidelines • Inventory register • Material resources • Delegation letters
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. CEO/District Manager General and strategic advice, strategic management support and advice
Recommendations, advice, information in the form of reports, letters, memos, decision-making process
2. Public (community, patients)
Service delivery, advice, health education, care and support.
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
3. Manager Nursing General advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
4. Deputy Manager Nursing General advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
5. Assistant Manager (Area) Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
8
KEY CUSTOMERS REQUIREMENTS OUTPUTS
6. PHC Co-ordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
8. Private Sector Organizations: Training Institutions and Unions
General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
11. Governance structures (clinic board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTIAL COMPETENCY
Thorough knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, etc
Operational Management skills Ability to interact with diverse stakeholders and health care users and givers. Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking Problem solving skills Information Management Planning and Organizing skills Computer literacy skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Cooperative Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) A minimum of 7 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing This dispensation is only applicable to posts of Clinical Programme Coordinator where it is an inherent requirement of the post incumbent to maintain registration with the SANC
9
KNOWLEDGE SKILLS PERSONAL EXPERIENTIAL COMPETENCY
Knowledge of HR policies such as: Skills Development Act, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure
People Management Conflict Management Change Management Knowledge Management
Planning & Organising
Ditto Knowledge of the management of people, financial management and conflict management
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post:
1. Next higher post: Assistant Manager Nursing (Area)/Assistant Manager Nursing (Head of Nursing Services)/District Manager
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE E
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Assistant Manager Nursing (Area)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A7
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Deputy Manager Nursing (Level 1 & 2 Hospitals)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING (DISTRICT)
1 Deputy Manager Nursing (Level 1 & 2 Hospitals)
SUB-DIVISION: NURSING (SUB-DISTRICT)
1 Assistant Manager Nursing (Area)
CLINIC/HEALTH CENTER 1 Operational Manager Nursing (General Unit) Grade 1/2
2 Professional Nurse Grade 1/2/3 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To ensure that a holistic nursing care service is delivered to patients in a cost effective, efficient and equitable manner by the Nursing Units that form part of the Nursing Area including the overall management of the nursing service in the relevant Nursing Area (i.e. operational, HR and Finance). Ensure compliance to professional and ethical practice.
3
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Delegate, supervise and co-ordinate the provision of effective and efficient patient care throughadequate nursing care:
• Initiate, direct and actively participate in the provision of nursing care to patients and ensure the formulation of accurate nursing and health care diagnosis to clarify clients’ needs including learning, information and counseling.
• Screen and diagnose complex ailments and health problems and diseases in accordance with prescribed norms and standards.
• Develop a plan regarding prescribing treatment for common or minor primary health conditions presented at primary care facilities in accordance with prescribed norms and standards.
• Develop and review the nursing care plan and make necessary changes to facilitate communication with other health care team members for continuity of care.
• Audit clinical records by analyzing data, identification of health indicators and risk factors as well as co-ordinate the conducting of client satisfaction surveys.
• Ensure the collection and analysis of data through community assessment and involve clients in assessing their health needs and provide advise during clinic visits.
• Collaborate with other members of the health care teams to identify actual and potential areas for nursing and health research in order to improve or maintain quality care.
• Maintain the quality of nursing data and information and utilize it to advise, advance and evaluate the quality and cost-effectiveness of nursing care.
20%
2.
Initiate and participate in health promotion to ensure consistent communication of relevant,accurate and comprehensive information on health care:
• Participate in health promotion and illness prevention initiatives. • Conduct nursing staff meetings to disseminate information such as new developments on
nursing, policies, circulars, etc. • Apply knowledge resources available for health promotion and education to empower the
individual, groups and communities to adopt a healthy lifestyle and self-care. • Apply the scientific process of nursing and principles to the nursing care of individuals, groups
and communities. • Review the effectiveness of the application of the scientific approach to nursing and principles
for quality care. • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students. • Utilize and apply the principles of PHC in service rendering, for the maintenance of
professional excellence.
10%
3.
Develop/establish and maintain constructive working relationships with nursing and otherstakeholders (i.e. inter-professional, inter-sectoral and multi-disciplinary teamwork):
• Collaborate with members of the health and social care teams and participate in decision-making pertaining to health care delivery.
• Consult within the multi-disciplinary health teams, organizations and special interest groups when dealing with community health issues and needs.
• Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and mortality and other common diseases.
• Participate in multi-disciplinary quality assurance task teams. • Participate in peer review based on the agreed upon quality assurance monitoring indicators and
tools.
10%
4
4.
Participate in the analysis, formulation and implementation of nursing guidelines, practices,standards and procedures:
• Facilitate the setting, review and update of patient care standards, policies and procedures. • Ensure the awareness, compliance and adherence to the relevant acts/prescripts applicable
within the nursing environment. • Advocate the rights of patients and improvement of health care. • Develop and implement quality improvement plan. • Identify and develop nursing interventions to achieve expected outcomes. • Revise nursing interventions through comprehensive and ongoing assessment. • Implement nursing care management activities according to the Standards of Practice and Scope
of Practice and act upon the breaching of laws relating to nursing practice and professional code of conduct and practice standards.
• Implement the Nursing Act and Regulations, Code of Ethics and Professional Practice of the South African Nursing Council.
• Implement procedures that maintain effective infection control and occupational and safety measures in accordance with Occupational Health and Safety Legislation.
20%
5.
Manage Human Resources:
• Analyze staffing needs and develop a plan to meet the needs. • Allocate nursing personnel in different units. • Monitor the implementation of the PMDS. • Carry out regular reviews and explore opportunities for professional development and ensure
training and development of staff. • Deal with grievances and labour relations issues in terms of the laid down policies/procedures
i.e. manage workplace discipline. • Compile and control duty roster, leave schedules and attendance register. • Monitor and ensure that all nurses are licensed to practice. • Delegate activities commensurate with the abilities and scope of practice of other nurse
practitioners.
20%
6.
Monitor and ensure proper utilization of financial and physical resources: • Participate in the development of the business plan and promote or identify ways of containing
health care costs without compromising standards. • Motivate for relevant material resources. • Manage and control assets. • Develop the business plan in line with the strategic plan. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Ensure that spending is maximized in line with strategic objectives.
15%
A. DIMENSIONS OF THE POST
Personnel Budget • Hundreds of thousands
Equipment Budget • Hundreds of thousands
Stores Budget • Hundreds of thousands
5
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
R750 000
Procurement delegations: Approval of expenditure up to R……….. …………..per case
Initiating and presiding over disciplinary enquiries
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Delegate, supervise and co-ordinate the provision ofeffective and efficient patient care through adequatenursing care
• Patient reports • Norms and standards guidelines • Nursing care monitoring tool • Treatment and prescription plan • Health research identification report • Audited clinical records • Clinic/Health care visit reports • Patient care communication plan • Nursing care plan reviewed • Nursing data and information • Client satisfaction survey reports • Improvement plan
2. Initiate and participate in health promotion to ensureconsistent communication of relevant, accurate andcomprehensive information on health care
• Health promotion program and report • Attendance register • Reports of meetings • Circulars • Minutes • Professional guidelines • Nursing care guidelines • Quality care principles • Student assessment programs and reports
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
3. Develop/establish and maintain constructive workingrelationships with nursing and other stakeholders (i.e.inter-professional, inter-sectoral and multi-disciplinary teamwork)
• Attendance register • Reports of meetings • Circulars and Minutes • Nursing data and information • Nursing professional guidelines • Peer review reports • Meeting schedules • Meeting resolutions • Health improvement plan • Disaster management plan • Multi-disciplinary committee • Quality assurance report • Quality assurance monitoring indicators and
tools
4. Participate in the analysis, formulation andimplementation of nursing guidelines, practices, standardsand procedures
• Update and review patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Quality improvement plan developed and
implemented • Nursing intervention measures developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report • Nursing care management plan • Standards of Practice and Scope of Practice • Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Occupational and safety measures
5. Manage Human Resources
• Staffing needs analysis report • Monthly allocation lists • Approved duty schedules, attendance/time
registers • Leave schedules • Performance instrument • Personal Development Plan • Annual leave roster • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Delegation letters • Disciplinary code and procedure
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
6. Monitor and ensure proper utilization of financial andphysical resources
• Strategic and business plans • Budget report • Monthly expenditure report • Availability of material resources • Inventory registers • Commitment registers • Delegation letters
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Deputy Manager (District and Secondary Hospitals)
General and strategic advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
3. Manager Nursing General and strategic advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
4. PHC Co-ordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5.Colleagues Nursing care and administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
6. Private Sector Organizations: Training Institutions
General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process.
7. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTAL COMPETENCY
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, etc
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Leadership Skills Analytical Skills Networking Problem solving skills Negotiation skills Information Management Planning and Organizing Skills Change Management Skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Co-operative Team player Supportive Assertive
Basic R425 qualification (i.e. diploma/degree in nursing) that allows registration with the South African Nursing Council as a Professional Nurse. Current registration with the South African Nursing Council (SANC) A minimum of 8 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 3 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of legislative framework governing the public service Knowledge of HR and Financial policies and practices such as: Skills Development Act, Public Service Regulations, Labour Relations Act,
People Management Conflict Management Change Management Knowledge Management
Computer Literacy Report Writing skills
Financial Management
DITTO Appropriate experience in managing people, financial management and conflict management
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Next higher post: Deputy Manager Nursing (Level 1 & 2 Hospitals)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
9
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE F
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Assistant Manager Nursing (Head of Nursing Services)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A7
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Deputy Manager Nursing (Level 1 & 2 Hospitals)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING (DISTRICT)
1 Deputy Manager Nursing (Level 1 & 2 Hospitals)
SUB-DIVISION: NURSING (SUB-DISTRICT)
1 Assistant Manager Nursing (Head of Nursing Services)
CLINIC/HEALTH CENTER 1 Operational Manager Nursing (General Unit) 2 Professional Nurse Grade 2 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To ensure that a holistic nursing care service is delivered to patients in a cost effective, efficient and equitable manner by the Nursing Units that form part of the Nursing Area including the overall management of the nursing service in the relevant Nursing Area (i.e. operational, HR and Finance). Ensure compliance to professional and ethical practice.
3
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Delegate, supervise and co-ordinate the provision of effective and efficient patient care through adequate nursing care:
• Initiate, direct and actively participate in the provision of nursing care to patients and ensure the formulation of accurate nursing and health care diagnosis to clarify clients’ needs including learning, information and counseling.
• Screen and diagnose complex ailments and health problems and diseases in accordance with prescribed norms and standards.
• Develop a plan regarding prescribing treatment for common or minor primary health conditions presented at primary care facilities in accordance with prescribed norms and standards.
• Develop and review the nursing care plan and make necessary changes to facilitate communication with other health care team members for continuity of care.
• Audit clinical records by analyzing data, identification of health indicators and risk factors as well as co-ordinate the conducting of client satisfaction surveys.
• Ensure the collection and analysis of data through community assessment and involve clients in assessing their health needs and provide advise during clinic visits.
• Collaborate with other members of the health care teams to identify actual and potential areas for nursing and health research in order to improve or maintain quality care.
• Maintain the quality of nursing data and information and utilize it to advise, advance and evaluate the quality and cost-effectiveness of nursing care.
20%
2.
Initiate and participate in health promotion to ensure consistent communication of relevant,accurate and comprehensive information on health care:
• Participate in health promotion and illness prevention initiatives. • Conduct nursing staff meetings to disseminate information such as new developments on
nursing, policies, circulars, etc. • Apply knowledge resources available for health promotion and education to empower the
individual, groups and communities to adopt a healthy lifestyle and self-care. • Apply the scientific process of nursing and principles to the nursing care of individuals, groups
and communities. • Review the effectiveness of the application of the scientific approach to nursing and principles
for quality care. • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students. • Utilize and apply the principles of PHC in service rendering, for the maintenance of
professional excellence.
10%
3.
Develop/establish and maintain constructive working relationships with nursing and otherstakeholders (i.e. inter-professional, inter-sectoral and multi-disciplinary teamwork):
• Collaborate with members of the health and social care teams and participate in decision-making pertaining to health care delivery.
• Consult within the multi-disciplinary health teams, organizations and special interest groups when dealing with community health issues and needs.
• Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and mortality and other common diseases.
• Participate in multi-disciplinary quality assurance task teams. • Participate in peer review based on the agreed upon quality assurance monitoring indicators and
tools.
10%
4
4.
Participate in the analysis, formulation and implementation of nursing guidelines, practices,standards and procedures:
• Facilitate the setting, review and update of patient care standards, policies and procedures. • Ensure the awareness, compliance and adherence to the relevant acts/prescripts applicable
within the nursing environment. • Advocate the rights of patients and improvement of health care. • Develop and implement quality improvement plan. • Identify and develop nursing interventions to achieve expected outcomes. • Revise nursing interventions through comprehensive and ongoing assessment. • Implement nursing care management activities according to the Standards of Practice and Scope
of Practice and act upon the breaching of laws relating to nursing practice and professional code of conduct and practice standards.
• Implement the Nursing Act and Regulations, Code of Ethics and Professional Practice of the South African Nursing Council.
• Implement procedures that maintain effective infection control and occupational and safety measures in accordance with Occupational Health and Safety Legislation.
20%
5.
Manage Human Resources:
• Analyze staffing needs and develop a plan to meet the needs. • Allocate nursing personnel in different units. • Monitor the implementation of the PMDS. • Carry out regular reviews and explore opportunities for professional development and ensure
training and development of staff. • Deal with grievances and labour relations issues in terms of the laid down policies/procedures
i.e. manage workplace discipline. • Compile and control duty roster, leave schedules and attendance register. • Monitor and ensure that all nurses are licensed to practice. • Delegate activities commensurate with the abilities and scope of practice of other nurse
practitioners.
20%
6.
Monitor and ensure proper utilization of financial and physical resources: • Participate in the development of the business plan and promote or identify ways of containing
health care costs without compromising standards. • Motivate for relevant material resources. • Manage and control assets. • Develop the business plan in line with the strategic plan. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Ensure that spending is maximized in line with strategic objectives.
15%
A. DIMENSIONS OF THE POST
Personnel Budget • Hundreds of thousands
Equipment Budget • Hundreds of thousands
Stores Budget • Hundreds of thousands
5
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
R750 000
Procurement delegations: Approval of expenditure up to R……….. …………..per case
Initiating and presiding over disciplinary enquiries
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Delegate, supervise and co-ordinate the provision ofeffective and efficient patient care through adequatenursing care
• Patient reports • Norms and standards guidelines • Nursing care monitoring tool • Treatment and prescription plan • Health research identification report • Audited clinical records • Clinic/Health care visit reports • Patient care communication plan • Nursing care plan reviewed • Nursing data and information • Client satisfaction survey reports • Improvement plan
2. Initiate and participate in health promotion to ensureconsistent communication of relevant, accurate andcomprehensive information on health care
• Health promotion program and report • Attendance register • Reports of meetings • Circulars • Minutes • Professional guidelines • Nursing care guidelines • Quality care principles • Student assessment programs and reports
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
3. Develop/establish and maintain constructive workingrelationships with nursing and other stakeholders (i.e. inter-professional, inter-sectoral and multi-disciplinary teamwork)
• Attendance register • Reports of meetings • Circulars and Minutes • Nursing data and information • Nursing professional guidelines • Peer review reports • Meeting schedules • Meeting resolutions • Health improvement plan • Disaster management plan • Multi-disciplinary committee • Quality assurance report • Quality assurance monitoring indicators and
tools
4. Participate in the analysis, formulation andimplementation of nursing guidelines, practices, standards and procedures
• Update and review patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Quality improvement plan developed and
implemented • Nursing intervention measures developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report • Nursing care management plan • Standards of Practice and Scope of Practice • Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Occupational and safety measures
5. Manage Human Resources
• Staffing needs analysis report • Monthly allocation lists • Approved duty schedules, attendance/time
registers • Leave schedules • Performance instrument • Personal Development Plan • Annual leave roster • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Delegation letters • Disciplinary code and procedure
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
6. Monitor and ensure proper utilization of financial andphysical resources
• Strategic and business plans • Budget report • Monthly expenditure report • Availability of material resources • Inventory registers • Commitment registers • Delegation letters
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Manager Nursing General and strategic advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Nursing (District and Secondary Hospitals)
General and strategic advice, nursing and management support
Recommendations, advice, information in the form of reports, letters, memos
4. PHC Co-ordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5.Colleagues Nursing care and administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
6. Private Sector Organizations: Training Institutions
General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process.
7. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL EXPERIENTAL COMPETENCY
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, etc
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Leadership Skills Analytical Skills Networking Problem solving skills Negotiation skills Information Management Planning and Organizing Skills Change Management Skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Initiative Co-operative Team player Supportive Assertive
Basic R425 qualification (i.e.diploma/degree in nursing) that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) A minimum of 8 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 3 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of legislative framework governing the public service Knowledge of HR and Financial policies and practices such as: Skills Development Act, Public Service Regulations, Labour Relations Act,
People Management Conflict Management Change Management Knowledge Management
Computer Literacy Report Writing skills
Financial Management
DITTO Appropriate experience in managing people, financial management and conflict management
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Next higher post: Deputy Manager Nursing (Level 1 & 2 Hospitals)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
9
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE G
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Deputy Manager Nursing (Level 1 & 2 Hospitals)
Occupational Specific Dispensation Professional Nurse
Job Level PN- A8
Date 1 July 2007
Location Large District and Secondary Hospitals
Component Nursing Services
Post report to Manager Nursing (Level 3 Hospital)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Deputy Manager Nursing (Level 1 & 2 Hospitals)
SUB-DIVISION: MEDICAL WARDS
1 Assistant Manager Nursing (Area)/Assistant Manager Nursing (Head of Nursing Services)
SECTION: FEMALE WARD
1 Operational Manager Nursing (Unit Manager) Grade 1/2 2 Senior Professional Nurse Grade 2 (General Nursing)
6 Professional Nurse Grade 1 (General Nursing) 2 Staff Nurse Grade 1/2
8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
1 Operational Manager Nursing (Unit Manager) Grade 1/2 2 Senior Professional Nurse Grade 2 (General Nursing)
6 Professional Nurse Grade 1 (General Nursing) 2 Staff Nurse Grade 1/2
8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To ensure that a holistic nursing care service is delivered to patients in a cost effective, efficient and equitable manner by the Nursing Department of the institution including the overall management of nursing services (i.e. operational, HR and Finance of the nursing department). Ensure compliance to professional and ethical practice.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provide guidance and leadership towards the realization of strategic goals and objectives of the division:
• Establish the strategic direction of the component to ensure alignment with its business plans by participating in the development of the hospital strategic plan.
• Align individual performance to the strategic business objectives as outlined in the component’s balance scorecard.
• Oversee the development and implementation of Policies, Directives, Acts and Regulations. • Ensure that efficient and most suitable work procedures are identified, developed and
implemented to facilitate transformation of nursing services as well as restoration of nursing professionalism and work ethos.
• Facilitate and oversee the development of nursing operational/business plans to give strategic direction to the division by managing and coordinating the activities of the division.
• Participate in the hospital executive decision-making body.
20%
3
MAIN OBJECTIVES %
2.
Provide professional, technical and management support for the provision of quality patient carethrough proper management of nursing care programs:
• Ensure the identification and outlining of objectives for the plan taking into consideration the capacity of clients.
• Facilitate the auditing of clinical records by analyzing data, identification of health indicators and risk factors as well as co-ordinate the conducting of client satisfaction survey.
• Develop a plan for continuity of care to facilitate communication with other health care team members and actively participate in nursing care during ward rounds.
• Collaborate with other members of the health care team to identify actual and potential areas for nursing and health care research for the improvement and maintenance of quality care.
• Co-ordinate services and specific care activities within multi-disciplinary teams and communicate the needs for patients’ continuity of care to the heath care team members.
• Develop and review priorities, objectives and nursing care plan and monitor progress and outcome of such through comprehensive and on-going assessment and evaluation of the health status, capacity and potential of individuals, families and communities.
• Co-ordinate the provision of relevant health information to health care users to assist in achieving optimal health care and rehabilitation.
• Apply and demonstrate an understanding of traditional healing practices within the health care user’s belief system to facilitate decision-making.
• Ensure the use of communication to maintain a supportive, caring and therapeutic relationship with health care users.
• Facilitate nursing research and utilize the research findings to improve quality of care (project management).
3.
Advocate and ensure the promotion of nursing ethos and professionalism:
• Maintain norms and standards of nursing practice to promote the heath status of health care users.
• Utilize the Nursing Act and Regulations, Code of Ethics and Professional Practice of the South African Nursing Council, and the body of scientific knowledge in service rendering for maintaining professional excellence.
• Conduct nursing staff meetings to disseminate information such as new developments on nursing, policies, circulars, etc.
• Implement a tool for monitoring and evaluation of maintenance of nursing ethos and professionalism.
• Participate and respond to queries and questions from relevant structures with regard to complaints on nurses’ conduct on patients.
• Promote and maintain nurses’ pledge (candlelight day of prayer). • Maintain a corporate professional image and restore the status of professional nursing.
20%
4
MAIN OBJECTIVES %
4.
Develop and monitor the implementation of policies, programmes, regulations, practices, procedures and standards pertaining to nursing care:
• Ensure the implementation of nursing care management activities according to the Standards of Practice and Scope of Practice.
• Participate in policy development for nursing and facilitate stakeholder participation to ensure that health care user’s needs receive attention.
• Advocate the rights of clients in the health care system. • Participate in multi-disciplinary quality assurance task teams at various levels. • Participate in peer review based on the agreed upon quality assurance, monitoring indicators and
tools. • Utilize quality assurance and risk management strategies to create and maintain a safe environment
for health delivery. • Develop and implement nursing quality assurance programs, protocols, norms and standards. • Implement procedures that maintain effective infection control and ensure safe administration of
therapeutic substances.
10%
5.
Utilize information technology and other management information systems to manage nursinginformation for the enhancement of service delivery:
• Compile and manage nursing information for informed decision-making. • Maintain the quality of nursing data and information electronically. • Evaluate the content of minimum nursing data sets and utilize it to compare nursing
interventions and outcomes. • Analyse and interpret nursing information to evaluate the quality and cost effectiveness of
nursing care and advise. • Utilize nursing data to influence decision-making. • Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and
mortality and other common diseases.
6.
Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promotes efficient and effective health care:
• Develop a good working relationship within the department and relevant stakeholders. • Participate with members of the health team in decision making pertaining to health care
delivery. • Consult and collaborate with the multi-disciplinary health teams, organizations and special
interest groups. • Participate and represent the hospital at various forums. • Liaise and co-ordinate with governmental, non-governmental institutions and other structures. • Attend meetings and communicate on a regular basis with various stakeholders. • Develop relationships across diverse groups of stakeholders. • Liaise with the South African Nursing Council. • Participate in task teams/committees for the evaluation of nursing ethos and professionalism.
10%
5
MAIN OBJECTIVES %
7.
Manage and utilise resources in accordance with relevant directives and legislation:
Human: • Analyze staffing needs and develop a plan to meet the needs. • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students and colleagues. • Initiate the recruitment and retention of competent nursing personnel. • Manage and monitor the implementation of the PMDS. • Facilitate training and development of nursing professionals and ensure capacity and
development of staff. • Ensure delegation of activities that is commensurate with the abilities and scope of practice of
other nurse practitioners and maintain accountability and responsibility for delegated activities. • Manage grievances and labour relations issues in terms of the laid down policies/procedures i.e.
manage workplace discipline. • Manage and monitor the implementation of duty rosters, leave schedules and attendance
registers. • Manage the licensing of all nursing staff. Financial: • Formulate and manage the component’s budget against its strategic objectives and ensure proper
utilization thereof. • Ensure that budget spending is maximized in line with strategic objectives. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Monitor memorandum of understanding, service level agreements and expenditure review
(project management on research of nurses training and development). Physical and Material: • Initiate and identify ways of containing health care costs without compromising standards. • Monitor and report on the utilisation of physical equipment. • Manage and control material resources and assets.
10%
E. DIMENSIONS OF THE POST
Personnel Budget
• R3m Equipment budget
• R1,5m Stores budget
• R100 000
6
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
R500 000
Processing delegations: Approval of expenditure up to R……… per case
Initiating and presiding over disciplinary enquiries.
All other powers and duties delegated in terms of the acting capacity
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide professional, technical and management support for the provision of quality patient care through proper management of nursing care programs
• Nursing care objectives developed • Nursing clinical audit report • Client satisfaction survey • Continuity of care plan • Nursing and health care research report • Nursing care intervention plan • Health status assessment and evaluation report • Patient reports • Nursing care monitoring tool • Patient care communication plan • Quality improvement plan • Nursing interventions developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report
2. Advocate and ensure the promotion of nursing ethos and professionalism
• Nursing norms and standards maintained • Monitoring and evaluation tool developed • Queries and complaints register • Minutes/memos, reports and letters • Nursing Act and Regulations, Code of Ethics
and Professional Practice of the South African Nursing Council
• Correspondence register • Information technology system and database • Nursing quality assurance programs • Annual Nurses’ Day held • Nursing dress code report • Workshops conducted • Quality nursing care report • Nurses pledge promoted and maintained
3. Develop and monitor the implementation of policies, programmes, regulations, practices, procedures and standards pertaining to nursing care
• Updated and reviewed patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Nursing care management plan • Standards of Practice and Scope of Practice
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
• Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Stakeholder participation report • Occupational and safety measures • Multi-disciplinary quality assurance report • Peer review report • Quality assurance monitoring indicators and
tools • Nursing quality assurance programs, protocols,
norms and standards
4. Develop and monitor the implementation of policies, programmes, acts and regulations with regard to nursing care
• Nursing protocols, norms and standards • National and Provincial policies and guidelines • Awareness programs • Effective implementation of measures
developed • Internal policies reviewed • Integrated nurses’ service delivery developed • Quality assurance programs
5. Provide full-time technical and management support to districts and institutions
• Quality patient care • Institutional Nursing Managers support • Continuous evaluation of nursing services • Reports • Information technology system and database • Continuous nursing research conducted • Community awareness programs • Training and development programs • Competent nursing recruitment and retention
report
6. Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promote efficient and effective health care
• Nurses’ ethos and professionalism committees • Various meetings attended • Minutes and resolutions of various meetings • Memos, letters and reports
7. Manage and utilise human resources in accordance with relevant directives and legislation
• Staffing needs analysis report • Monthly allocation lists • Approved duty schedules, attendance/time
registers • Leave schedules • Performance instrument reviews • Personal development plan • Annual leave roster • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Delegation letters • Disciplinary code and procedure • Business plans developed • DFF reports • BAS budget report • Monthly expenditure report • Commitment register • PFMA • Procurement, policies and guidelines • Inventory register • Availability of material resources
8
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Manager Nursing/CEO General and strategic advice, strategic nursing management support and advice
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
2. Clinical Manager and Multi-disciplinary Team
General and strategic advice, strategic nursing management support, nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Public (community, patients)
Accessibility and improved service delivery, advice, health education, care and support, Patients’ Rights Charter and Batho Pele principles, awareness
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
4. Hospital and Clinic Boards, District Council, Traditional Healers Associations
Improved health status of the community, corporate governance, monitor service delivery, networking and liaison, workshops on nursing care and Patients’ Rights Charter
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
5. Private Sector Organizations: Training Institutions, Nursing Council and Labour Unions, etc
General support, networking, liaison, customer care and negotiations, customer care and negotiations, service level agreements, support, research, nurses training and development
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7. Other departments (National and Provincial e.g. Education, etc)
General support, networking, liaison, customer care and negotiations, disaster management, awareness campaigns and recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. International Organisations (WHO, EU)
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
9. Academic institutions including Private Nursing Colleges
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
10. Colleagues and departmental staff General advice, support, information-sharing, assistance, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES
EXPERIENTAL COMPETENCY
In depth knowledge and understanding of health related Acts, Regulations, Guidelines and other related policies such as: Nursing Act and Regulations Health Act Code of Ethics Professional Practice of the South African Nursing Council Nursing Standards of Practice Scope of Practice Occupational Health and Safety Act Mental Health Act
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Problem solving skills Leadership skills Analytical skills Negotiation skills Change Management skills Planning and organizing Liaison skills Networking Interpersonal skills Diplomacy
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Creative thinker Achievement driven Individual driven Strategic thinker Ability to work under pressure
Basic R425 qualification (i.e. diploma/degree in nursing) or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse. Current registration with SANC as a Professional Nurse. A minimum of 9 years appropriate/ recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 4 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of the legislative framework governing the Public Service including: Skills Development Act Public Service Regulations Labour Relations Act Grievance Procedure Disciplinary Code and Procedure Financial Management Act
People Management Financial Management Problem Solving Planning and Organizing Time Management Team Player Strategic Planning
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative
Relevant experience in: • People Management • Financial Management • Strategic Planning • Policy analysis and
development • Delegation
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post
1. Next higher post: Manager of Nursing (Level 3 Hospital)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
10
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE H
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Manager Nursing (Level 3 Hospital)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A9
Date 1 July 2007
Location Central and Academic Hospitals
Component Nursing Services
Post report to Senior Manager of Nursing Services (Provincial Head Office/Level 3 Hospital)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Manager Nursing (Level 3 Hospital)
SUB-DIVISION: MEDICAL WARDS
1 Assistant Manager Nursing (Area)/Assistant Manager Nursing (Head of Nursing Services)
SECTION: FEMALE WARD
1 Operational Manager Nursing (General Unit) Grade 1/2 2 Professional Nurse Grade 2 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
2 Staff Nurse Grade 1/2 Nursing Assistant Grade 1/2
SECTION: MALE WARD
1 Operational Manager Nursing (General Unit ) Grade 1/2 2 Professional Nurse Grade 2 (General Nursing) 6 Professional Nurse Grade 1 (General Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To ensure that a holistic nursing care service is delivered to patients in a cost effective, efficient and equitable manner by the Nursing Department of the institution including the overall management of nursing services (i.e. operational, HR and Finance of the nursing department). Ensure compliance to professional and ethical practice.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provide guidance and leadership towards the realization of strategic goals and objectives of the division:
• Establish the strategic direction of the component to ensure alignment with its business plans by participating in the development of the hospital strategic plan.
• Align individual performance to the strategic business objectives as outlined in the component’s balance scorecard.
• Oversee the development and implementation of Policies, Directives, Acts and Regulations. • Ensure that efficient and most suitable work procedures are identified, developed and
implemented to facilitate transformation of nursing services as well as restoration of nursing professionalism and work ethos.
• Facilitate and oversee the development of nursing operational/business plans to give strategic direction to the division by managing and coordinating the activities of the division.
• Participate in the hospital executive decision-making body.
20%
3
MAIN OBJECTIVES %
2.
Provide professional, technical and management support for the provision of quality patient carethrough proper management of nursing care programs:
• Ensure the identification and outlining of objectives for the plan taking into consideration the capacity of clients.
• Facilitate the auditing of clinical records by analyzing data, identification of health indicators and risk factors as well as co-ordinate the conducting of client satisfaction survey.
• Develop a plan for continuity of care to facilitate communication with other health care team members and actively participate in nursing care during ward rounds.
• Collaborate with other members of the health care team to identify actual and potential areas for nursing and health care research for the improvement and maintenance of quality care.
• Co-ordinate services and specific care activities within multi-disciplinary teams and communicate the needs for patients’ continuity of care to the heath care team members.
• Develop and review priorities, objectives and nursing care plan and monitor progress and outcome of such through comprehensive and on-going assessment and evaluation of the health status, capacity and potential of individuals, families and communities.
• Co-ordinate the provision of relevant health information to health care users to assist in achieving optimal health care and rehabilitation.
• Apply and demonstrate an understanding of traditional healing practices within the health care user’s belief system to facilitate decision-making.
• Ensure the use of communication to maintain a supportive, caring and therapeutic relationship with health care users.
• Facilitate nursing research and utilize the research findings to improve quality of care (project management).
20%
3.
Advocate and ensure the promotion of nursing ethos and professionalism:
• Maintain norms and standards of nursing practice to promote the heath status of health care users.
• Utilize the Nursing Act and Regulations, Code of Ethics and Professional Practice of the South African Nursing Council, and the body of scientific knowledge in service rendering for maintaining professional excellence.
• Conduct nursing staff meetings to disseminate information such as new developments on nursing, policies, circulars, etc.
• Implement a tool for monitoring and evaluation of maintenance of nursing ethos and professionalism.
• Participate and respond to queries and questions from relevant structures with regard to complaints on nurses’ conduct on patients.
• Promote and maintain nurses’ pledge (candlelight day of prayer). • Maintain a corporate professional image and restore the status of professional nursing.
20%
4
MAIN OBJECTIVES %
4.
Develop and monitor the implementation of policies, programmes, regulations, practices, procedures and standards pertaining to nursing care:
• Ensure the implementation of nursing care management activities according to the Standards of Practice and Scope of Practice.
• Participate in policy development for nursing and facilitate stakeholder participation to ensure that health care user’s needs receive attention.
• Advocate the rights of clients in the health care system. • Participate in multi-disciplinary quality assurance task teams at various levels. • Participate in peer review based on the agreed upon quality assurance, monitoring indicators and
tools. • Utilize quality assurance and risk management strategies to create and maintain a safe environment
for health delivery. • Develop and implement nursing quality assurance programs, protocols, norms and standards. • Implement procedures that maintain effective infection control and ensure safe administration of
therapeutic substances.
10%
5.
Utilize information technology and other management information systems to manage nursinginformation for the enhancement of service delivery:
• Compile and manage nursing information for informed decision-making. • Maintain the quality of nursing data and information electronically. • Evaluate the content of minimum nursing data sets and utilize it to compare nursing
interventions and outcomes. • Analyse and interpret nursing information to evaluate the quality and cost effectiveness of
nursing care and advise. • Utilize nursing data to influence decision-making. • Disseminate information on epidemics, nutritional disease, maternal and infant morbidity and
mortality and other common diseases.
10%
6.
Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promotes efficient and effective health care:
• Develop a good working relationship within the department and relevant stakeholders. • Participate with members of the health team in decision making pertaining to health care
delivery. • Consult and collaborate with the multi-disciplinary health teams, organizations and special
interest groups. • Participate and represent the hospital at various forums. • Liaise and co-ordinate with governmental, non-governmental institutions and other structures. • Attend meetings and communicate on a regular basis with various stakeholders. • Develop relationships across diverse groups of stakeholders. • Liaise with the South African Nursing Council. • Participate in task teams/committees for the evaluation of nursing ethos and professionalism.
10%
5
MAIN OBJECTIVES %
7.
Manage and utilise resources in accordance with relevant directives and legislation:
Human: • Analyze staffing needs and develop a plan to meet the needs. • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students and colleagues. • Initiate the recruitment and retention of competent nursing personnel. • Manage and monitor the implementation of the PMDS. • Facilitate training and development of nursing professionals and ensure capacity and
development of staff. • Ensure delegation of activities that is commensurate with the abilities and scope of practice of
other nurse practitioners and maintain accountability and responsibility for delegated activities. • Manage grievances and labour relations issues in terms of the laid down policies/procedures i.e.
manage workplace discipline. • Manage and monitor the implementation of duty rosters, leave schedules and attendance
registers. • Manage the licensing of all nursing staff. Financial: • Formulate and manage the component’s budget against its strategic objectives and ensure proper
utilization thereof. • Ensure that budget spending is maximized in line with strategic objectives. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Monitor memorandum of understanding, service level agreements and expenditure review
(project management on research of nurses training and development). Physical and Material: • Initiate and identify ways of containing health care costs without compromising standards. • Monitor and report on the utilisation of physical equipment. • Manage and control material resources and assets.
10%
E. DIMENSIONS OF THE POST
Personnel Budget
• R3m Equipment budget
• R1,5m Stores budget
• R100 000
6
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
R500 000
Processing delegations: Approval of expenditure up to R……… per case
Initiating and presiding over disciplinary enquiries.
All other powers and duties delegated in terms of the acting capacity
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide professional, technical and management support for the provision of quality patient care through proper management of nursing care programs
• Nursing care objectives developed • Nursing clinical audit report • Client satisfaction survey • Continuity of care plan • Nursing and health care research report • Nursing care intervention plan • Health status assessment and evaluation report • Patient reports • Nursing care monitoring tool • Patient care communication plan • Quality improvement plan • Nursing interventions developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report
2. Advocate and ensure the promotion of nursing ethos and professionalism
• Nursing norms and standards maintained • Monitoring and evaluation tool developed • Queries and complaints register • Minutes/memos, reports and letters • Nursing Act and Regulations, Code of Ethics
and Professional Practice of the South African Nursing Council
• Correspondence register • Information technology system and database • Nursing quality assurance programs • Annual Nurses’ Day held • Nursing dress code report • Workshops conducted • Quality nursing care report • Nurses pledge promoted and maintained
3. Develop and monitor the implementation of policies, programmes, regulations, practices, procedures and standards pertaining to nursing care
• Updated and reviewed patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Nursing care management plan • Standards of Practice and Scope of Practice
7
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
• Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Stakeholder participation report • Occupational and safety measures • Multi-disciplinary quality assurance report • Peer review report • Quality assurance monitoring indicators and
tools • Nursing quality assurance programs, protocols,
norms and standards
4. Develop and monitor the implementation of policies, programmes, acts and regulations with regard to nursing care
• Nursing protocols, norms and standards • National and Provincial policies and guidelines • Awareness programs • Effective implementation of measures
developed • Internal policies reviewed • Integrated nurses’ service delivery developed • Quality assurance programs
5. Provide full-time technical and management support to districts and institutions
• Quality patient care • Institutional Nursing Managers support • Continuous evaluation of nursing services • Reports • Information technology system and database • Continuous nursing research conducted • Community awareness programs • Training and development programs • Competent nursing recruitment and retention
report
6. Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promote efficient and effective health care
• Nurses’ ethos and professionalism committees • Various meetings attended • Minutes and resolutions of various meetings • Memos, letters and reports
7. Manage and utilise human resources in accordance with relevant directives and legislation
• Staffing needs analysis report • Monthly allocation lists • Approved duty schedules, attendance/time
registers • Leave schedules • Performance instrument reviews • Personal development plan • Annual leave roster • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Delegation letters • Disciplinary code and procedure • Business plans developed • DFF reports • BAS budget report • Monthly expenditure report • Commitment register • PFMA • Procurement, policies and guidelines • Inventory register • Availability of material resources
8
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. CEO General and strategic advice, strategic nursing management support and advice
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
2. Clinical Manager and Multi-disciplinary Team
General and strategic advice, strategic nursing management support, nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Public (community, patients)
Accessibility and improved service delivery, advice, health education, care and support, Patients’ Rights Charter and Batho Pele principles, awareness
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
4. Hospital and Clinic Boards, District Council, Traditional Healers Associations
Improved health status of the community, corporate governance, monitor service delivery, networking and liaison, workshops on nursing care and Patients’ Rights Charter
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
5. Private Sector Organizations: Training Institutions, Nursing Council and Labour Unions, etc
General support, networking, liaison, customer care and negotiations, customer care and negotiations, service level agreements, support, research, nurses training and development
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7. Other departments (National and Provincial e.g. Education, etc)
General support, networking, liaison, customer care and negotiations, disaster management, awareness campaigns and recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. International Organisations (WHO, EU)
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
9. Academic institutions including Private Nursing Colleges
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
10. Colleagues and departmental staff General advice, support, information-sharing, assistance, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES
EXPERIENTAL COMPETENCY
In depth knowledge and understanding of health related Acts, Regulations, Guidelines and other related policies such as: Nursing Act and Regulations Health Act Code of Ethics Professional Practice of the South African Nursing Council Nursing Standards of Practice Scope of Practice Occupational Health and Safety Act Mental Health Act
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Problem solving skills Negotiation skills Planning and organizing skills Change management skillsLiaison skills Networking Interpersonal skills Leadership skills Analytical skills Diplomacy
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Creative thinker Achievement driven Individual driven Strategic thinker Ability to work under pressure
Basic R425 qualification (i.e. diploma/degree in nursing) or equivalent qualification that allows registration with the South African Nursing Council. Registration with the SANC as a Professional Nurse A minimum of 10 years appropriate/ recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 5 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of the legislative framework governing the Public Service including: Skills Development Act Public Service Regulations Labour Relations Act Grievance Procedure Disciplinary Code and Procedure
People Management Financial Management Problem Solving Planning and Organizing Time Management Team Player Strategic Planning
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative
Relevant experience in: • People Management • Financial Management • Strategic Planning • Policy analysis and
development • Delegation
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post
1. Next higher post: Senior Manager of Nursing Service (Provincial Head Office/Level 3 Hospital)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
10
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE I
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Senior Manager of Nursing Services (Level 3 Hospitals)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A10
Date 1 July 2007
Location Head Office
Component Directorate Nursing Services
Post report to Chief Director/Hospital CEO
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION:
Chief Director/Hospital CEO
Directorate Nursing Services Senior Manager of Nursing Services (Level 3
Hospitals)
Manager Nursing (Level 3 Hospitals)
Deputy Manager Nursing (Level 1 & 2 Hospitals)
C. JOB PURPOSE (Linked to Strategic Plan)
To give direction to and coordinate the nursing services within the Level 3 Hospital
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Develop and maintain nursing policies
• Evaluate nursing related Acts, trends and regulations. • Obtain input from nursing managers in the development of nursing related policies • Advice nurse managers, private sector organizations, top management regarding impact of
policies • Assist with the implementation of nursing related policies. • Coordinate the execution of polices by health institutions. • Facilitate the Department’s input into pending nursing related legislation.
25
3
MAIN OBJECTIVES %
2.
Manage and direct corporate nursing planning
• Determine impact of Department strategic planning on nursing resource planning. • Give direction and advise as an active role-player at strategic planning sessions of Department
of Health in terms of nursing resource planning. • Evaluate trends in the nursing environment (external and internal). • Identify critical issues in the nursing environment (SWOT analysis). • Develop strategies to address critical issues. • Coordinate Community Service Nurses selection, placement and orientation. • Facilitate nursing research and utilize the research findings to improve quality of care (project
management).
20
3.
Monitor nursing services within the Department:
• Conduct visits at health institutions to ensure service standards are adhere to. • Identify needs for nursing care. • Obtain management information regarding service rendering. • Ensure that nursing care meets requirements at all levels of service. • Ensure effective and quality nursing services at institutional level • Promote and maintain nurses’ pledge (candlelight day of prayer). • Maintain a corporate professional image and restore the status of professional nursing. • Analyse and interpret nursing information to evaluate the quality and cost effectiveness of
nursing care and advise. • Utilize nursing data to influence decision-making.
10
4.
Coordinate nursing related research and development
• Continuously review, explore and utilize opportunities for professional development to enhance professional knowledge.
• Contribute to the education and professional development of students and colleagues. • Identify in collaboration with stakeholders relevant nursing related research • Approve nursing related research in the Department • Communicate research results
10
5.
Support and advice top management as a specialist nursing advisor
• Inform top management of nursing related legislation amendments • Advice top management of the impact of such amendments • Identify problems/opportunities/gaps in nursing service and present solutions to top
management in this regard • Communicate top management decisions to nursing managers at health facilities • Provide nursing data to influence top management decision-making • Chairperson of Nursing Forums/Committees at provincial level
10
4
MAIN OBJECTIVES %
6.
Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promotes efficient and effective health care:
• Develop a good working relationship within the department and relevant stakeholders. • Participate with members of the health team in decision making pertaining to health care
delivery. • Consult and collaborate with the multi-disciplinary health teams, organizations and special
interest groups. • Participate and represent the Department at various forums. • Liaise and co-ordinate with governmental, non-governmental institutions and other structures. • Attend meetings and communicate on a regular basis with various stakeholders. • Develop relationships across diverse groups of stakeholders. • Liaise with the South African Nursing Council. • Participate in task teams/committees for the evaluation of nursing ethos and professionalism.
10
7.
Manage and utilise resources in accordance with relevant directives and legislation:
Human: • Analyze nursing staffing needs at all health facilities and develop a plan to meet the needs. • Monitor and evaluate the allocation and use of human resources • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students and colleagues. • Initiate the recruitment and retention of competent nursing personnel. • Manage grievances and labour relations issues in terms of the laid down policies/procedures i.e.
manage workplace discipline. Financial: • Link financial resource allocation to service plans according to annual strategic and operational
plan • Influence departmental process of financial resource allocation. • Ensure that budget spending is maximized in line with strategic objectives. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Monitor memorandum of understanding, service level agreements and expenditure review
(project management on research of nurses training and development). Physical and Material: • Initiate and identify ways of containing health care costs without compromising standards. • Monitor and report on the utilisation of physical equipment within nursing components at all
health institutions. .
15
E. DIMENSIONS OF THE POST
Personnel Budget
• R3m Equipment budget
• R1,5m Stores budget
• R100 000
5
F. DELEGATIONS
LABOUR
RELATIONS DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL
DELEGATIONS
SIGNING
AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
R500 000
Processing delegations: Approval of expenditure up to R……… per case
Initiating and presiding over disciplinary enquiries.
All other powers and duties delegated in terms of the acting capacity
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Develop and maintain nursing policies
• Minutes/memos, reports and letters • Nursing Act and Regulations, Code of Ethics
and Professional Practice of the South African Nursing Council
• Promulgation of policies
• Positive feedback form all stakeholders
• Goal directed and strategically correct policies
2. Manage and direct corporate nursing planning
• Nursing norms and standards maintained • Monitoring and evaluation tool developed • Quality improvement plan • Nursing interventions developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report • Successful implementation of planning
3. Monitor nursing services within the Department
• Updated and reviewed patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Nursing care management plan • Standards of Practice and Scope of Practice • Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Stakeholder participation report • Occupational and safety measures • Multi-disciplinary quality assurance report • Peer review report • Quality assurance monitoring indicators and
tools
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
• Nursing quality assurance programs, protocols, norms and standards
• Nursing protocols, norms and standards • National and Provincial policies and guidelines • Awareness programs • Effective implementation of measures
developed • Internal policies reviewed • Integrated nurses’ service delivery developed • Quality assurance programs
4. Coordinate nursing related research and development
• Timeous inputs • Appropriate reaction • Informed Management • Documented policy is in accordance with
political and managerial directives • Deadlines are met for inputs • Published research • Continuous nursing research conducted • Community awareness programs • Training and development programs
5. Support and advice top management as a specialist nursing advisor
• Quality patient care • Institutional Nursing Managers support • Continuous evaluation of nursing services • Reports • Information technology system and database • Continuous nursing research conducted • Community awareness programs • Training and development programs • Competent nursing recruitment and retention
report
6. Establish, maintain and participate in inter- professional and multi-disciplinary teamwork that promotes efficient and effective health care
• Nurses’ ethos and professionalism committees • Various meetings attended • Minutes and resolutions of various meetings • Memos, letters and reports
7. Manage and utilise human resources in accordance with relevant directives and legislation
• Staffing needs analysis report • Performance instrument reviews • Personal development plan • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Disciplinary code and procedure • Business plans developed • DFF reports • BAS budget report • Monthly expenditure report • Commitment register • PFMA • Procurement, policies and guidelines • Inventory register • Availability of material resources
7
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. CEO General and strategic advice, strategic nursing management support and advice
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
2. Clinical Manager and Multi- disciplinary Team
General and strategic advice, strategic nursing management support, nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Public (community, patients)
Accessibility and improved service delivery, advice, health education, care and support, Patients’ Rights Charter and Batho Pele principles, awareness
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
4. Hospital and Clinic Boards, District Council, Traditional Healers Associations
Improved health status of the community, corporate governance, monitor service delivery, networking and liaison, workshops on nursing care and Patients’ Rights Charter
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
5. Private Sector Organizations: Training Institutions, Nursing Council and Labour Unions, etc
General support, networking, liaison, customer care and negotiations, customer care and negotiations, service level agreements, support, research, nurses training and development
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7. Other departments (National and Provincial e.g. Education, etc)
General support, networking, liaison, customer care and negotiations, disaster management, awareness campaigns and recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. International Organisations (WHO, EU)
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
9. Academic institutions including Private Nursing Colleges
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
10. Colleagues and departmental staff General advice, support, information-sharing, assistance, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES
EXPERIENTAL COMPETENCY
In depth knowledge and understanding of health related Acts, Regulations, Guidelines and other related policies such as: Nursing Act and Regulations Health Act Code of Ethics Professional Practice of the South African Nursing Council Nursing Standards of Practice Scope of Practice Occupational Health and Safety Act Mental Health Act
Excellent written and verbal communication and presentation skills Report writing skills Facilitation skills Co-ordination skills Problem solving skills Negotiation skills Planning and organizing skills Change management skillsLiaison skills Networking Interpersonal skills Leadership skills Analytical skills Diplomacy
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Creative thinker Achievement driven Individual driven Strategic thinker Ability to work under pressure
Basic R425 qualification (i.e. diploma/degree in nursing) or equivalent qualification that allows registration with the South African Nursing Council. Registration with the SANC as a Professional Nurse Post basic qualification in nursing management A minimum of 11 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of the legislative framework governing the Public Service. Knowledge of HR and Financial policies and practices Detailed knowledge of Public Health Service In depth knowledge of both national and provincial health legislation and policy
People and Financial Management Strategic Planning Change management Facilitation and liaison
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative
Relevant experience in: • People Management • Financial Management • Strategic Planning • Policy analysis and
development • Delegation
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post
1. Next higher post: Chief Director/Hospital CEO.
2. Nature of work in next higher post:
As required in the higher post
9
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE J
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Senior Manager of Nursing Services (Provincial Head Office)
Occupational Specific Dispensation Professional Nurse
Job Level PN-A10
Date 1 July 2007
Location Head Office
Component Directorate Nursing Services
Post report to Chief Director
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION:
Chief Director
Directorate Nursing Services Senior Manager of Nursing Services (Provincial
Head Office)
Manager Nursing (Level 3 Hospitals)
Deputy Manager Nursing (Level 1 & 2 Hospitals)
C. JOB PURPOSE (Linked to Strategic Plan)
To give direction to and coordinate the nursing services within the Province.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Develop and maintain nursing policies
• Evaluate nursing related Acts, trends and regulations. • Obtain input from nursing managers in the development of nursing related policies • Advice nurse managers, private sector organizations, top management regarding impact of
policies • Assist with the implementation of nursing related policies. • Coordinate the execution of polices by health institutions. • Facilitate the Department’s input into pending nursing related legislation.
25
3
MAIN OBJECTIVES %
2.
Manage and direct corporate nursing planning
• Determine impact of Department strategic planning on nursing resource planning. • Give direction and advise as an active role-player at strategic planning sessions of Department
of Health in terms of nursing resource planning. • Evaluate trends in the nursing environment (external and internal). • Identify critical issues in the nursing environment (SWOT analysis). • Develop strategies to address critical issues. • Coordinate Community Service Nurses selection, placement and orientation. • Facilitate nursing research and utilize the research findings to improve quality of care (project
management).
20
3.
Monitor nursing services within the Department:
• Conduct visits at health institutions to ensure service standards are adhere to. • Identify needs for nursing care. • Obtain management information regarding service rendering. • Ensure that nursing care meets requirements at all levels of service. • Ensure effective and quality nursing services at institutional level • Promote and maintain nurses’ pledge (candlelight day of prayer). • Maintain a corporate professional image and restore the status of professional nursing. • Analyse and interpret nursing information to evaluate the quality and cost effectiveness of
nursing care and advise. • Utilize nursing data to influence decision-making.
10
4.
Coordinate nursing related research and development
• Continuously review, explore and utilize opportunities for professional development to enhance professional knowledge.
• Contribute to the education and professional development of students and colleagues. • Identify in collaboration with stakeholders relevant nursing related research • Approve nursing related research in the Department • Communicate research results
10
5.
Support and advice top management as a specialist nursing advisor
• Inform top management of nursing related legislation amendments • Advice top management of the impact of such amendments • Identify problems/opportunities/gaps in nursing service and present solutions to top
management in this regard • Communicate top management decisions to nursing managers at health facilities • Provide nursing data to influence top management decision-making • Chairperson of Nursing Forums/Committees at provincial level
10
4
MAIN OBJECTIVES %
6.
Establish, maintain and participate in inter-professional and multi-disciplinary teamwork that promotes efficient and effective health care:
• Develop a good working relationship within the department and relevant stakeholders. • Participate with members of the health team in decision making pertaining to health care
delivery. • Consult and collaborate with the multi-disciplinary health teams, organizations and special
interest groups. • Participate and represent the Department at various forums. • Liaise and co-ordinate with governmental, non-governmental institutions and other structures. • Attend meetings and communicate on a regular basis with various stakeholders. • Develop relationships across diverse groups of stakeholders. • Liaise with the South African Nursing Council. • Participate in task teams/committees for the evaluation of nursing ethos and professionalism.
10
7.
Manage and utilise resources in accordance with relevant directives and legislation:
Human: • Analyze nursing staffing needs at all health facilities and develop a plan to meet the needs. • Monitor and evaluate the allocation and use of human resources • Continuously review, explore and utilize opportunities for professional development to enhance
professional knowledge. • Contribute to the education and professional development of students and colleagues. • Initiate the recruitment and retention of competent nursing personnel. • Manage grievances and labour relations issues in terms of the laid down policies/procedures i.e.
manage workplace discipline. Financial: • Link financial resource allocation to service plans according to annual strategic and operational
plan • Influence departmental process of financial resource allocation. • Ensure that budget spending is maximized in line with strategic objectives. • Ensure proper implementation of the budget by monitoring, projecting and reporting
expenditure. • Monitor memorandum of understanding, service level agreements and expenditure review
(project management on research of nurses training and development). Physical and Material: • Initiate and identify ways of containing health care costs without compromising standards. • Monitor and report on the utilisation of physical equipment within nursing components at all
health institutions. .
15
E. DIMENSIONS OF THE POST
Personnel Budget
• R3m Equipment budget
• R1,5m Stores budget
• R100 000
5
F. DELEGATIONS
LABOUR
RELATIONS DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL
DELEGATIONS
SIGNING
AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
R500 000
Processing delegations: Approval of expenditure up to R……… per case
Initiating and presiding over disciplinary enquiries.
All other powers and duties delegated in terms of the acting capacity
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Develop and maintain nursing policies
• Minutes/memos, reports and letters • Nursing Act and Regulations, Code of Ethics
and Professional Practice of the South African Nursing Council
• Promulgation of policies
• Positive feedback form all stakeholders
• Goal directed and strategically correct policies
2. Manage and direct corporate nursing planning
• Nursing norms and standards maintained • Monitoring and evaluation tool developed • Quality improvement plan • Nursing interventions developed and
implemented • Nursing interventions revised/reviewed • Nursing intervention assessment report • Successful implementation of planning
3. Monitor nursing services within the Department
• Updated and reviewed patient care standards, policies and procedures
• Acts/prescripts compliance/ adherence report • Nursing care management plan • Standards of Practice and Scope of Practice • Policies and legislation • Policies, Protocols and Guidelines • Patient Rights Charter • Infection control procedures • Stakeholder participation report • Occupational and safety measures • Multi-disciplinary quality assurance report • Peer review report • Quality assurance monitoring indicators and
tools
6
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
• Nursing quality assurance programs, protocols, norms and standards
• Nursing protocols, norms and standards • National and Provincial policies and guidelines • Awareness programs • Effective implementation of measures
developed • Internal policies reviewed • Integrated nurses’ service delivery developed • Quality assurance programs
4. Coordinate nursing related research and development
• Timeous inputs • Appropriate reaction • Informed Management • Documented policy is in accordance with
political and managerial directives • Deadlines are met for inputs • Published research • Continuous nursing research conducted • Community awareness programs • Training and development programs
5. Support and advice top management as a specialist nursing advisor
• Quality patient care • Institutional Nursing Managers support • Continuous evaluation of nursing services • Reports • Information technology system and database • Continuous nursing research conducted • Community awareness programs • Training and development programs • Competent nursing recruitment and retention
report
6. Establish, maintain and participate in inter- professional and multi-disciplinary teamwork that promotes efficient and effective health care
• Nurses’ ethos and professionalism committees • Various meetings attended • Minutes and resolutions of various meetings • Memos, letters and reports
7. Manage and utilise human resources in accordance with relevant directives and legislation
• Staffing needs analysis report • Performance instrument reviews • Personal development plan • Performance instrument and evaluation reports • Individual SANC registration receipts • Skills development reports • Workplace discipline report • Disciplinary code and procedure • Business plans developed • DFF reports • BAS budget report • Monthly expenditure report • Commitment register • PFMA • Procurement, policies and guidelines • Inventory register • Availability of material resources
7
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. CEO General and strategic advice, strategic nursing management support and advice
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
2. Clinical Manager and Multi- disciplinary Team
General and strategic advice, strategic nursing management support, nursing care support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Public (community, patients)
Accessibility and improved service delivery, advice, health education, care and support, Patients’ Rights Charter and Batho Pele principles, awareness
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
4. Hospital and Clinic Boards, District Council, Traditional Healers Associations
Improved health status of the community, corporate governance, monitor service delivery, networking and liaison, workshops on nursing care and Patients’ Rights Charter
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
5. Private Sector Organizations: Training Institutions, Nursing Council and Labour Unions, etc
General support, networking, liaison, customer care and negotiations, customer care and negotiations, service level agreements, support, research, nurses training and development
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6. NPO’s and Unions and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
7. Other departments (National and Provincial e.g. Education, etc)
General support, networking, liaison, customer care and negotiations, disaster management, awareness campaigns and recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8. International Organisations (WHO, EU)
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
9. Academic institutions including Private Nursing Colleges
General advice, support, information-sharing, assistance, networking, student recruitment
Recommendations, advice, information in the form of reports, letters, assist in decision making
10. Colleagues and departmental staff General advice, support, information-sharing, assistance, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
8
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES
EXPERIENTAL COMPETENCY
In depth knowledge and understanding of health related Acts, Regulations, Guidelines and other related policies such as: Nursing Act and Regulations Health Act Code of Ethics Professional Practice of the South African Nursing Council Nursing Standards of Practice Scope of Practice Occupational Health and Safety Act Mental Health Act
Excellent written and verbal communication and presentation skills Report writing skills Facilitation skills Co-ordination skills Problem solving skills Negotiation skills Planning and organizing skills Change management skillsLiaison skills Networking Interpersonal skills Leadership skills Analytical skills Diplomacy
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Creative thinker Achievement driven Individual driven Strategic thinker Ability to work under pressure
Basic R425 qualification (i.e. diploma/degree in nursing) or equivalent qualification that allows registration with the South African Nursing Council. Registration with the SANC as a Professional Nurse Post basic qualification in nursing management A minimum of 11 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/recognisable experience at management level
Knowledge and understanding of the legislative framework governing the Public Service. Knowledge of HR and Financial policies and practices Detailed knowledge of Public Health Service In depth knowledge of both national and provincial health legislation and policy
People and Financial Management Strategic Planning Change management Facilitation and liaison
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative
Relevant experience in: • People Management • Financial Management • Strategic Planning • Policy analysis and
development • Delegation
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to the next higher post
1. Next higher post: Chief Director.
2. Nature of work in next higher post:
As required in the higher post
9
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE K
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Professional Nurse (Specialty Nursing)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B1 and PN-B2
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Operational Manager Nursing (Specialty Unit)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Assistant Manager Nursing (Specialty Unit)
SUB-DIVISION: MEDICAL WARDS
1 Operational Manager Nursing (Specialty Unit)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Specialty Nursing) 6 Professional Nurse Grade 1 (Specialty Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Specialty Nursing) 6 Professional Nurse Grade 1 (Specialty Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a specialty unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provision of optimal, holistic specialised nursing care with set standards and within a professional/legal framework:
• To assist in planning/organising and monitoring of the objectives of the specialised unit inconsultation with subordinates
• To provide a therapeutic environment for staff, patients and the public • To provide comprehensive, quality nursing care as a member of the multi-disciplinary team
according to the identified needs of the patient, based on scientific principles • To delegate duties and support staff in the execution of patient care delivery • To provide direct and indirect supervision of all nursing staff / housekeeping staff and to give
guidance • To ensure continuity of patient care on all levels e.g. work book, handover rounds • To liaise and communicate with the multi-disciplinary team as well as other departments within the
hospital e.g. during operational meetings with nursing supervisor and subordinates
65%
3
MAIN OBJECTIVES %
2.
Effective utilisation of resources: Human Resources: • Assist with the allocation/change list, day and night duty rosters and inputs for leave • To do readjustments as required on the shift to provide adequate nursing cover • To assist in record keeping and providing statistical information on training and staffing as requested
including agency staff • To assist in evaluation of staff on work performance - according to staff management system • To execute disciplinary code and grievance procedure executed up to a certain level then referred to the
nurse manager • Implement Employer Assistance Plan
Material Resources: • Monitoring of financial resources with emphasis on cost containment and the keeping of all records within
the financial policies regarding tenders, procurement and the policy regarding revenue generation, e.g.UPFS
• To order and monitor appropriate levels of consumables i.e. according to norms • To check all equipment to ensure working order and refer for repairs • To assess the suitability of equipment and consumables for specialized areas • To give budget inputs regarding consumables and equipment budget for financial year • To exercise the control functions to meet medical/ legal obligations, i.e. weekly schedule drugs control,
control of medication used • To check ward dispensary • Daily emergency cart control Services • Monitor services, i.e. linen and cleaning in conjunction with housekeeping staff
15%
3.
Participation in training and research: • To assist in orientation, induction and mentoring of all nursing staff and orientation of other staff • To assist in the planning and co-ordination of training and promote learning opportunities for all nursing
categories i.e. on the job training • To complete patient related data and partake in research
10%
4.
Provision of Support to Nursing Services: • To assist with relief duties of the supervisor and act as junior shift-leader on both day and night shift • To partake in overall specialized unit functions, i.e. team building
5%
5.
Maintain professional growth/ethical standards and self-development: • To maintain the Code of Conduct:
• Public Service • Professional Body
• Seek learning opportunities: • In-service training
5%
4
A. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide optimal, holistic, specialised nursing care with set standards and within a professional/legal framework
• Accreditation by supervisors • Nursing audits of patient records • Monitoring results of the environment • Feedback from the multi-disciplinary team • Patient satisfaction questionnaires • Letters of praise/complaints • Monitoring of negative indicators i.e. needle stick
injuries, patient complaints
2. Effective utilisation of resources
• Effective multi-disciplinary team meetings • Staff records, audits • Meeting notices, audits • Computer data • Feedback from patients and the public • Feedback from multi-disciplinary team • Accreditation i.e. weekly drug checks • Cost monitoring to remain within allocated budget • Regular ward multi-disciplinary team meetings re
cost containment • Equipment checklist
3. Participate in training and research
• Research findings • Reports i.e. daily, weekly, monthly and annually
(i.e. workload assessment) • Safety and incident indicator report • Staff evaluation and appraisals
4. Provide support to nursing services • Evaluation 5. Maintain professional growth/ethical standards and
self-development • Feedback • Evidence of self-development
5
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES EXPERIENTAL COMPETENCY
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Good communication skills • Report writing skills • Facilitation skills • Coordination skills • Problem solving skills • Planning and organizing skills • Ability to function as part of a
team • Decision making skills • Computer skills
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification (i.e. diploma/degree in nursing) or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post-basic qualification in the specialty A minimum of 2 years appropriate/recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher grade
1. Professional Nurse Grade 2 (Specialty Nursing)
2. Nature of work in next higher grade:
As required in the higher grade
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
7
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE L
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Operational Manager Nursing (Speciality Unit)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B3
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Assistant Manager Nursing (Specialty Unit)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Assistant Manager Nursing (Specialty Unit)
SUB-DIVISION: MEDICAL WARDS
1 Operational Manager Nursing (Speciality Unit)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a speciality unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Coordination of optimal, holistic specialised nursing care provided within set standards and a professional/legal framework:
• To plan/organise and monitor the objectives of the specialised unit in consultation withsubordinates
• To provide a therapeutic environment for staff, patients and the public • To provide a comprehensive, quality nursing care as a member of the multi-disciplinary team
according to the identified needs of the patient, based on scientific principles • To delegate duties and support staff in the execution of patient care delivery • To provide direct and indirect supervision of all nursing staff / housekeeping staff and to give
guidance • To ensure continuity of patient care on all levels i.e. work book, handover rounds • To liaise and communicate with the multi-disciplinary team as well as other departments within the
hospital i.e. during operational meetings with nursing supervisor and subordinates
50%
3
MAIN OBJECTIVES %
2.
Manage effectively the utilisation and supervision of resources: Human Resources: • Planning of the allocation/change list, day and night duty rosters and inputs for leave • To do readjustments as required on the shift to provide adequate nursing cover • To provide accurate record keeping and statistical information on training and staffing as requested
including agency staff • The evaluation of staff on work performance - according to staff management system • To execute disciplinary code and grievance procedure executed up to a certain level then referred to the
nurse manager • Implement Employer Assistance Plan
Financial Resources: • Monitoring of financial resources with emphasis on cost containment and the keeping of all records within
the financial policies regarding tenders, procurement and the policy regarding revenue generation, i.e.UPFS
• To order and monitor appropriate levels of consumables i.e. according to norms • To check all equipment to ensure working order and refer for repairs • To assess the suitability of equipment and consumables for specialized areas • To give budget inputs regarding consumables and equipment budget for financial year • To exercise the control functions to meet medical/ legal obligations, i.e. weekly schedule drugs control,
control of medication used • To check ward dispensary • Daily emergency cart control Services • Monitor services, i.e. linen and cleaning in conjunction with housekeeping staff • Monitor telephone use and keep records
25%
3.
Coordination of the provision of effective training and research: • To plan for the provision, orientation, induction and mentoring of all nursing staff and orientation of
other staff • To plan and co-ordinate training and promote learning opportunities for all nursing categories i.e. on the
job training • To complete patient related data • Contribute to evidence based research
15%
4.
Provision of Effective Support to Nursing Services: • To assist with relief duties of the supervisors • To partake in overall specialized unit functions, i.e. team building
5%
5.
Maintain professional growth/ethical standards and self-development: • To maintain the Code of Conduct:
• Public Service • Professional Body
• Seek learning opportunities: • In-service training
5%
4
A. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Coordinate optimal, holistic, specialised nursing care with set standards and within a professional/legal framework
• Accreditation by supervisors • Nursing audits of patient records • Monitoring results of the environment • Feedback from the multi-disciplinary team • Patient satisfaction questionnaires • Letters of praise/complaints • Monitoring of negative indicators i.e. needle stick
injuries, patient complaints
2. Manage effectively the supervision and utilisation of resources
• Effective multi-disciplinary team meetings • Staff records, audits • Meeting notices, audits • Computer data • Feedback from patients and the public • Feedback from multi-disciplinary team • Accreditation i.e. weekly drug checks • Cost monitoring to remain within allocated budget • Regular ward multi-disciplinary team meetings re
cost containment • Equipment checklist
3. Coordination of the provision of effective training and research
• Research findings • Reports i.e. daily, weekly, monthly and annually
(i.e. workload assessment) • Safety and incident indicator report • Staff evaluation and appraisals
4. Provision of effective support to nursing services • Evaluation 5. Maintain professional growth/ethical standards and
self-development • Feedback • Evidence of self-development
5
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5. operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL LEARNING FIELD
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Leadership, organisational,decision making and problemsolving abilities within the limit ofthe public sector and institutionalpolicy framework
• Interpersonal skills includingpublic relations, negotiating, conflict handling and counselingskills
• Financial and budgetaryknowledge pertaining to therelevant resources undermanagement
• Insight into procedures andpolicies pertaining to nursing care
• Computer skills in basicprogrammes
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post basic qualification in the speciality A minimum of 9 years appropriate/ recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 7 years of the period referred to above must be appropriate/recognisable experience in the specific speciality after registration in the specific speciality
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Assistant Manager Nursing (Specialty Unit)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
7
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE M
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Assistant Manager Nursing (Speciality Unit)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B4
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Manager Nursing (Level 3 Hospitals)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Manager Nursing (Level 3 Hospitals)
SUB-DIVISION: MEDICAL WARDS
1 Assistant Manager (Specialty Unit) 1 Operational Manager Nursing (Speciality Unit)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a speciality unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Coordination of optimal, holistic specialised nursing care provided within set standards and a professional/legal framework:
• To plan/organise and monitor the objectives of the specialised unit in consultation withsubordinates
• To provide a therapeutic environment for staff, patients and the public • To provide a comprehensive, quality nursing care as a member of the multi-disciplinary team
according to the identified needs of the patient, based on scientific principles • To delegate duties and support staff in the execution of patient care delivery • To provide direct and indirect supervision of all nursing staff / housekeeping staff and to give
guidance • To ensure continuity of patient care on all levels i.e. work book, handover rounds • To liaise and communicate with the multi-disciplinary team as well as other departments within the
hospital i.e. during operational meetings with nursing supervisor and subordinates
50%
3
MAIN OBJECTIVES %
2.
Manage effectively the utilisation and supervision of resources: Human Resources: • Planning of the allocation/change list, day and night duty rosters and inputs for leave • To do readjustments as required on the shift to provide adequate nursing cover • To provide accurate record keeping and statistical information on training and staffing as requested
including agency staff • The evaluation of staff on work performance - according to staff management system • To execute disciplinary code and grievance procedure executed up to a certain level then referred to the
nurse manager • Implement Employer Assistance Plan
Financial Resources: • Monitoring of financial resources with emphasis on cost containment and the keeping of all records within
the financial policies regarding tenders, procurement and the policy regarding revenue generation, i.e.UPFS
• To order and monitor appropriate levels of consumables i.e. according to norms • To check all equipment to ensure working order and refer for repairs • To assess the suitability of equipment and consumables for specialized areas • To give budget inputs regarding consumables and equipment budget for financial year • To exercise the control functions to meet medical/ legal obligations, i.e. weekly schedule drugs control,
control of medication used • To check ward dispensary • Daily emergency cart control Services • Monitor services, i.e. linen and cleaning in conjunction with housekeeping staff • Monitor telephone use and keep records
25%
3.
Coordination of the provision of effective training and research: • To plan for the provision, orientation, induction and mentoring of all nursing staff and orientation of
other staff • To plan and co-ordinate training and promote learning opportunities for all nursing categories i.e. on the
job training • To complete patient related data • Contribute to evidence based research
15%
4.
Provision of Effective Support to Nursing Services: • To assist with relief duties of the supervisors • To partake in overall specialized unit functions, i.e. team building
5%
5.
Maintain professional growth/ethical standards and self-development: • To maintain the Code of Conduct:
• Public Service • Professional Body
• Seek learning opportunities: • In-service training
5%
4
A. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Coordinate optimal, holistic, specialised nursing care with set standards and within a professional/legal framework
• Accreditation by supervisors • Nursing audits of patient records • Monitoring results of the environment • Feedback from the multi-disciplinary team • Patient satisfaction questionnaires • Letters of praise/complaints • Monitoring of negative indicators i.e. needle stick
injuries, patient complaints
2. Manage effectively the supervision and utilisation of resources
• Effective multi-disciplinary team meetings • Staff records, audits • Meeting notices, audits • Computer data • Feedback from patients and the public • Feedback from multi-disciplinary team • Accreditation i.e. weekly drug checks • Cost monitoring to remain within allocated budget • Regular ward multi-disciplinary team meetings re
cost containment • Equipment checklist
3. Coordination of the provision of effective training and research
• Research findings • Reports i.e. daily, weekly, monthly and annually
(i.e. workload assessment) • Safety and incident indicator report • Staff evaluation and appraisals
4. Provision of effective support to nursing services • Evaluation 5. Maintain professional growth/ethical standards and
self-development • Feedback • Evidence of self-development
5
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5. operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL LEARNING FIELD
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Leadership, organisational,decision making and problemsolving abilities within the limit ofthe public sector and institutionalpolicy framework
• Interpersonal skills includingpublic relations, negotiating,conflict handling and counselingskills
• Financial and budgetaryknowledge pertaining to therelevant resources undermanagement
• Insight into procedures andpolicies pertaining to nursing care
• Computer skills in basicprogrammes
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post basic qualification in the speciality A minimum of 9 years appropriate/ recognisable experience in nursing after registration as Professional Nurse with the SANC in General Nursing At least 7 years of the period referred to above must be appropriate/recognisable experience in the specific speciality after registration in the specific speciality
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Manager Nursing (Level 3)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
7
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE O
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Clinical Nurse Practitioner (Primary Health Care)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B1 and PN-B2
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Operational Manager Nursing (Primary Health Care)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Operational Manager Nursing (Primary Health Care)
SUB-DIVISION: MEDICAL WARDS
1 Clinical Nurse Practitioner Grade 1 (Primary Health Care)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a speciality unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provision of quality comprehensive community health care: • Provision of primary curative health care • Provision of health care services • Provision of rehabilitation services
55%
2.
Provision of administrative services: • Plan and organise clinics • Complete statistics • Ordering and control of stationary, medical class 11 stock, consumables • Ensure safekeeping • Ordering and control of medication as necessary • Up to date knowledge of appropriate legislation, regulations and departmental policies • Involvement with community meetings and committees • Identify needs for financial planning and indirect control of expenditure
20%
3
MAIN OBJECTIVES %
3.
Provision of educational services: • Clinical teaching, training and continuous evaluation of students • Teaching patients on a one-to-one basis • Personnel development, i.e. assessing in-service training needs, planning and implementing of training
programme • Continuous self study, professional development, ensuring awareness of new professional developments • Health education of patients, public and staff • Assist patients and families to develop a sense of self-care
10%
4.
Provision of clinical services: • Evaluate and follow-up patients during clinic visits • Initiate treatment, implementation of programmes and evaluations of patients’ clinical conditions • Promoting scientific quality nursing care • Administrate and control medication • Individual consultation sessions • Identify community needs • Initiate minor ailment treatment • Initiate community participation • Coordinate between hospital and community • Maintaining professional secrecy and preventing medico-legal risks • Attend and participate in doctors’ visits • Arrange admission and outpatient appointments • Function as a member of the therapeutic team • Continuous evaluation of nursing care and nursing services • Assessment of personal service delivery towards patients • Effective crisis management in the clinic
5%
5.
Usage of equipment and machinery: • Usage of basic medical equipment • Safe-keeping of equipment
5%
6.
Research responsibility: • To assist in regional and departmental projects • Direct and indirect involvement with medical research • Involvement with matching research to the needs of the community
5%
E. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
4
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide quality comprehensive community health care
• Registration with the SANC • Midwifery and community health qualifications • Nursing primary clinical skills
2. Provide administrative services • Registration with the SANC • Midwifery and community health qualifications • Training programme as required by the SANC
3. Provide educational services • Formal evaluation by participants • Self, peer, management and coordinator assessments
4. Provide clinical services • Feedback from management and patients
5. Usage of equipment and machinery • Norms and standards • Policies
6. Research responsibility • Internal and departmental notices • Community liaison framework
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
5. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Leadership, organisational,decision making and problemsolving abilities within the limit ofthe public sector and institutionalpolicy framework
• Interpersonal skills includingpublic relations, negotiating,conflict handling and counselingskills
• Financial and budgetaryknowledge pertaining to therelevant resources undermanagement
• Insight into procedures andpolicies pertaining to nursing care
• Computer skills in basicprogrammes
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post basic qualification in the speciality A minimum of 2 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing
6
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Operational Manager Nursing (Primary Health Care)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE P
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Operational Manager Nursing (Primary Health Care)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B3
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Assistant Manager Nursing (Primary Health Care)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Operational Manager Nursing (Primary Health Care)
SUB-DIVISION: MEDICAL WARDS
1 Clinical Nurse Practitioner Grade 2 (Primary Health Care) 1 Clinical Nurse Practitioner Grade 1 (Primary Health Care)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a speciality unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provision of quality comprehensive community health care: • Provision of advanced/more complex primary curative health care • Provision of advanced/more complex health care services • Provision of advanced/more complex rehabilitation services
55%
2.
Provision of administrative services: • Plan and organise clinics • Complete statistics • Ensure the ordering and control of stationary, medical class 11 stock, consumables • Ensure safekeeping • Ensure the ordering and control of medication as necessary • Up to date knowledge of appropriate legislation, regulations and departmental policies • Involvement with community meetings and committees • Financial planning and indirect control of expenditure
20%
3
MAIN OBJECTIVES %
3.
Provision of educational services: • Clinical teaching, training and continuous evaluation of students • Teaching patients on a one-to-one basis • Personnel development, i.e. assessing in-service training needs, planning and implementing of training
programme • Continuous self study, professional development, ensuring awareness of new professional developments • Health education of patients, public and staff • Assist patients and families to develop a sense of self-care
10%
4.
Provision of clinical services: • Ensure evaluation and follow-up of patients during clinic visits • Initiate treatment, implementation of programmes and evaluations of patients’ clinical conditions • Promoting scientific quality nursing care • Administrate and control medication • Individual consultation sessions • Identify community needs • Initiate minor ailment treatment • Initiate community participation • Coordinate between hospital and community • Maintaining professional secrecy and preventing medico-legal risks • Attend and participate in doctors’ visits • Arrange admission and outpatient appointments • Function as a member of the therapeutic team • Continuous evaluation of nursing care and nursing services • Assessment of personal service delivery towards patients • Effective crisis management in the clinic
5%
5.
Usage of equipment and machinery: • Usage of basic medical equipment • Safe-keeping of equipment
5%
6.
Research responsibility: • To assist in regional and departmental projects • Direct and indirect involvement with medical research • Involvement with matching research to the needs of the community
5%
E. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
4
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide quality advanced comprehensive community health care
• Registration with the SANC • Midwifery and community health qualifications • Nursing primary clinical skills
2. Provide administrative services • Registration with the SANC • Midwifery and community health qualifications • Training programme as required by the SANC
3. Provide educational services • Formal evaluation by participants • Self, peer, management and coordinator assessments
4. Provide clinical services • Feedback from management and patients
5. Usage of equipment and machinery • Norms and standards • Policies
6. Research responsibility • Internal and departmental notices • Community liaison framework
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
5. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Leadership, organisational,decision making and problemsolving abilities within the limit ofthe public sector and institutionalpolicy framework
• Interpersonal skills including public relations, negotiating,conflict handling and counselingskills
• Financial and budgetaryknowledge pertaining to therelevant resources undermanagement
• Insight into procedures andpolicies pertaining to nursing care
• Computer skills in basicprogrammes
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post basic qualification in the speciality A minimum of 9 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 7 years of the period referred to above must be appropriate/recognisable experience after registration in the said speciality
6
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Assistant Manager Nursing (Primary Health Care)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE Q
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Assistant Manager Nursing (Primary Health Care)
Occupational Specific Dispensation Professional Nurse
Job Level PN-B4
Date 1 July 2007
Location Various Institutions
Component Nursing
Post report to Manager Nursing (Level 3 Hospital)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
DIVISION: NURSING
Assistant Manager Nursing (Primary Health Care)
SUB-DIVISION: MEDICAL WARDS
1 Clinical Nurse Practitioner Grade 2 (Primary Health Care) 1 Clinical Nurse Practitioner Grade 1 (Primary Health Care)
SECTION: FEMALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
SECTION: MALE WARD
2 Professional Nurse Grade 2 (Speciality Nursing) 6 Professional Nurse Grade 1 (Speciality Nursing)
2 Staff Nurse Grade 1/2 8 Nursing Assistant Grade 1/2
C. JOB PURPOSE (Linked to Strategic Plan)
To provide holistic nursing care to patients in a speciality unit in a cost effective, efficient and equitable manner.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Provision of quality comprehensive community health care: • Provision of advanced/more complex primary curative health care • Provision of advanced/more complex health care services • Provision of advanced/more complex rehabilitation services
55%
2.
Provision of administrative services: • Plan and organise clinics • Complete statistics • Ensure the ordering and control of stationary, medical class 11 stock, consumables • Ensure safekeeping • Ensure the ordering and control of medication as necessary • Up to date knowledge of appropriate legislation, regulations and departmental policies • Involvement with community meetings and committees • Financial planning and indirect control of expenditure
20%
3
MAIN OBJECTIVES %
3.
Provision of educational services: • Clinical teaching, training and continuous evaluation of students • Teaching patients on a one-to-one basis • Personnel development, i.e. assessing in-service training needs, planning and implementing of training
programme • Continuous self study, professional development, ensuring awareness of new professional developments • Health education of patients, public and staff • Assist patients and families to develop a sense of self-care
10%
4.
Provision of clinical services: • Ensure evaluation and follow-up of patients during clinic visits • Initiate treatment, implementation of programmes and evaluations of patients’ clinical conditions • Promoting scientific quality nursing care • Administrate and control medication • Individual consultation sessions • Identify community needs • Initiate minor ailment treatment • Initiate community participation • Coordinate between hospital and community • Maintaining professional secrecy and preventing medico-legal risks • Attend and participate in doctors’ visits • Arrange admission and outpatient appointments • Function as a member of the therapeutic team • Continuous evaluation of nursing care and nursing services • Assessment of personal service delivery towards patients • Effective crisis management in the clinic
5%
5.
Usage of equipment and machinery: • Usage of basic medical equipment • Safe-keeping of equipment
5%
6.
Research responsibility: • To assist in regional and departmental projects • Direct and indirect involvement with medical research • Involvement with matching research to the needs of the community
5%
E. DIMENSIONS OF THE POST
Equipment Budget • Tens of thousands
Stores Budget • Tens of thousands
4
F. DELEGATIONS
LABOUR RELATIONS
DELEGATIONS
HUMAN RESOURCES DELEGATIONS FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
PROCUREMENT DELEGATIONS
Managing workplace discipline
All other powers and duties delegated in terms of the acting capacity
None Procurement delegations: Approval of expenditure up to R……….. ………….per case
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide quality advanced comprehensive community health care
• Registration with the SANC • Midwifery and community health qualifications • Nursing primary clinical skills
2. Provide administrative services • Registration with the SANC • Midwifery and community health qualifications • Training programme as required by the SANC
3. Provide educational services • Formal evaluation by participants • Self, peer, management and coordinator assessments
4. Provide clinical services • Feedback from management and patients
5. Usage of equipment and machinery • Norms and standards • Policies
6. Research responsibility • Internal and departmental notices • Community liaison framework
H. OUTPUT PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Public (community, patients)
Service delivery, advice, health education, care and support
Recommendations, well informed patients, acceptable service, complaints and suggestion boxes and reports
2. Nursing Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
3. Deputy Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
4. Assistant Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
5. Operational Manager Patient care, support and general advice
Recommendations, advice, information in the form of reports, letters, memos
6. PHC Coordinator PHC support, service delivery improvement
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
7.Colleagues Nursing care, administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process.
8. NPO’s and other stakeholders (Traditional Healers Association, etc)
Patient care support, liaison, networking
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
9. South African Nursing Council General support, networking, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
10. Governance structures (Clinic Board, etc)
General support, improved service delivery, liaison, customer care and negotiations
Recommendations, advice, information in the form of reports, letters, assist in decision-making process
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of nursing care processes and procedures, nursing statutes, and other relevant legal frameworks such as: Nursing Act, Health Act, Occupational Health and Safety Act, Patient Rights Charter, Batho-pele principles, Public Service Regulations, Labour Relations Act, Disciplinary Code and Procedure, Grievance Procedure, etc
• Leadership, organisational,decision making and problemsolving abilities within the limit ofthe public sector and institutionalpolicy framework
• Interpersonal skills includingpublic relations, negotiating,conflict handling and counselingskills
• Financial and budgetaryknowledge pertaining to therelevant resources undermanagement
• Insight into procedures andpolicies pertaining to nursing care
• Computer skills in basicprogrammes
ResponsivenessPro-activeness ProfessionalismAccuracy Flexibility Initiative Cooperation Team player Supportive Assertive
Basic R425 qualification i.e. diploma/degree in nursing or equivalent qualification that allows registration with the South African Nursing Council as a Professional Nurse Current registration with the South African Nursing Council (SANC) as a Professional Nurse A post basic qualification in the speciality A minimum of 9 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 7 years of the period referred to above must be appropriate/recognisable experience after registration in the said speciality
6
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher post
1. Manager Nursing (Level 3 Hospital)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension to the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description, only if there are changes in the job content. Date of revision:
ANNEXURE S
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Lecturer
Occupational Specific Dispensation Professional Nurse
Job Level PN-D1 and PN-D2
Date 1 July 2007
Location Nursing College
Component Nursing
Post report to Head of Department (Nursing College)
Job classification code
2
B. HIERARCHICAL POSITION OF POST
C. JOB PURPOSE (Linked to Strategic Plan)
To provide effective and efficient education and training to student nurses D. MAIN OBJECTIVES (Key Performance Areas (KPA’S))
MAIN OBJECTIVES %
1.
Provide education and training to student nurses:
• Develop, plan and implement academic programs • Develop/design, review and evaluate the curriculum • Develop and review training documents and guides • Prepare and present lessons • Participate in the development of college policy by giving inputs and adhere to prescribed
policies and procedures related to student training • Apply various teaching and learning strategies to reach the required outcomes • Mentor and supervise students’ research projects • Plan and implement remedial and quality assurance programs
45%
2.
Co-ordinate clinical learning exposure to students between college and clinical areas:
• Draw a schedule for clinical placement and accompaniment • Accompany students in clinical areas • Create clinical learning opportunities and assess students according to unit/ward procedures • Monitor students’ movement within the hospital setting • Keep records of students in clinical areas
20%
3.
Support the mission and promote the image of the college:
• Serve as a member of various committees (research and policy-making committee) • Attend meetings and workshops • Implement the institutional policies and guidelines as well as other Acts • Participate in career guidance exhibitions (marketing the college to the community) • Conduct and participate in nursing research
10%
Head of Department (Nursing College)
Lecturer Grade 1
Principal of Nursing College
3
MAIN OBJECTIVES %
4
Implement assessment strategies to determine learners’ competencies:
• Set tests, examination questions and develop marking guides • Mark tests as well as final examinations • Evaluate academic performance • Evaluate clinical performance according to set standards • Write and submit reports on students’ progress
15%
5
Exercise control over students:
• Monitor class and clinical attendance • Supervise students’ research projects • Counsel students • Control and monitor students leave • Maintain students discipline
10%
D. DIMENSIONS OF THE POST
EQUIPMENT BUDGET
Teaching and learning apparatus, i.e. dummies R10 000
E. DELEGATIONS
LABOUR RELATIONS DELEGATIONS
HUMAN RESOURCES DELEGATIONS
FINANCIAL DELEGATIONS
SIGNING AUTHORITY
None None None None F. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
1. Provide education and training of student nurses
• Weekly/ monthly academic programs • Moderated question papers • Marking guides • Developed curricula • Up-to-date study guides, workbook and manual • Draft/ approved policy • Research reports • Prepared lesson plans • Marked tests • Teaching and learning strategies available • Remedial and quality assurance programs
4
MAIN OBJECTIVES (measurable outputs/end results)
INDICATORS (indicating how well standards were achieved)
2. Co-ordinate clinical learning exposure of studentsbetween college and clinical areas
• Clinical schedule/accompaniment program • List/schedule of students and programs • Movement roster • Student records • Evaluation and assessment reports • Correspondence and records
3. Support the mission and promote the image of the college
• Invitations, minutes, agenda, attendance register • Competent nurses • Pamphlets, posters, marketing programs • Schedule of applicants
4. Implement assessment strategies to determine learners’ competencies
• Question papers and marking guides • Practical and theoretical assessment reports • Compiled mark schedule • Student progress reports • Remedial reports
5. Exercise control over students
• Class and clinical attendance register • Student progress reports • Student project reports • Student leave reports • Supervisor’s control list
G. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. College Principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
2. Vice principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
3. Lecturer Grade 2 Academic support and advise, training and education support, accurate administrative records
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
4. Students Academic and psychosocial support, information-sharing, guidance, mentoring
Academic programs, evaluation reports
5.Colleagues Information-sharing, advice, support, networking
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
6. Community
Education regarding health matters, involvement in structures and training programmes as stakeholders
Reports, information, advice
7. University
Academic support and advice, teaching programs (guides, evaluation tools), moderation of examination questions and scripts
Recommendations, advice, information, decision-making in the form of reports, letters, etc
8. Clinical facilities Collaboration and coordination of students’ learning needs through patient/client care
Reports, memos, information, advice
9. South African Nursing Council Education and training standards, policies, regulations and directives
Recommendations, advice, information, registration, accreditation of training institutions
10. Organized Labour (private Sector Organisations)
Involvement in student academic and social matters through representation
Advice, information, representation
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service Act and Legislation such as SAQA, Skills Development Act, Nursing Act, etc.
Communication skills Report writing skills Facilitation skills Liaison skills Interpersonal skills Presentation skills Computer skills Problem solving
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Confidentiality Innovative and Creativity
Qualifications
Four (4) year National Diploma/Degree Nursing Education with additional qualifications in Advanced Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery
Current Registration with South African Nursing Council 3 Years experience in clinical assessment practice Knowledge of procedures and processes related to nursing and education
Knowledge of procedures and processes related to basic and post-basic nursing regarding psychiatry, nursing science, community nursing science, primary health care and advanced midwifery Knowledge and understanding of nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice A minimum of 5 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholder (this should be linked to the performance management system).
K. CAREER PATHING
Promotion to next higher grade
1. Lecturer Grade 2
2. Nature of work in next higher grade:
As required in the higher grade
7
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS The performance instrument of the postholder, should be read as an extension of the job description.
K. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline
and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description. Date of revision:
ANNEXURE T
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Head of Department (Nursing College)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D3
Date 1 July 2007
Location Nursing College
Component Faculties
Post report to Vice Principal (Single Nursing College)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
C. JOB PURPOSE (Linked to Strategic Plan)
To manage and undertake the education and training of nurses
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Coordinate the provision of education and training of student nurses:
• Co-ordinate theory and practicals for student training • Develop and monitor the implementation of academic programs • Moderate tests and examination questions and marking guides • Develop, review and evaluate curricula • Review training documents and guidance • Moderate marking of tests and examination • Encourage research and participate in research
30%
2.
Manage clinical learning exposure to students between college and clinical areas:
• Develop and monitor the implementation of clinical visit program • Ensure the accompaniment of students in a clinical area when needed • Monitor students’ movement within the hospital/community setting • Manage the assessment of students according to unit/ wards • Write and submit reports on students progress to the College Manager
30%
3.
Develop and ensure implementation of quality assurance programmes:
• Develop policies, standard operational procedures, norms and standards and ensure the implementation thereof.
• Develop rules, regulations, prospectus and yearly program • Ensure the implementation of new protocols and training mandates • Develop a monitoring and evaluation tool for the programs • Monitor and evaluate the implementation of all training programs • Monitor and report on deviations from the established programs
10%
Head of Department (Nursing College)
Lecturer Grade 1/2
Vice Principal (Single Nursing College
3
MAIN OBJECTIVES %
4.
Collaborate with other stakeholders and build a sound relationship within the department:
• Support the mission and promote the image of the college • Serve as a SENATE member for the review of the curriculum • Participate in the development and implementation of policies and guidelines • Participate in career guidance exhibitions (marketing the college to the community) • Attend various meetings
10%
5.
Supervise staff:
• Monitor employees’ performance in terms of the performance management system • Control attendance register and leave • Delegate activities to employees • Maintain sound labour relations through proper discipline • Recommend training and development of staff in terms of identified gaps
10%
6.
Oversee the supervision of students:
• Monitor class and clinical attendance • Monitor the evaluation of academic performance • Supervise research projects • Counsel students when need arise • Maintain accountability and responsibility of team leader to a group of students
10%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
None Office equipment Medical equipment None None
R 50 000
F. DELEGATIONS
LABOUR
RELATIONS DELEGATIONS
HUMAN RESOURCES
DELEGATIONS
FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
Disciplinary action Utilization None
None
4
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end
results)
INDICATORS (indicating how well standards were achieved)
1. Co-ordinate the provision of education and training of student nurse
• Weekly/ monthly academic programs • Record of identified discipline needs • Moderated question papers • Marking guides • Developed curricula • Updated material and guidance • Lesson program • Draft/approved policy • Quality records kept • Teaching and learning strategies available
2. Manage clinical learning exposure to students between college and clinical areas
• Clinical schedule/accompaniment program • List of students and programmes • Movement roster • Records of students • Evaluation and assessment reports • Developed evaluation tools
3. Develop and ensure implementation of quality assurance programmes
• Invitations • Minutes • Agenda • Attendance register • Implemented policies, procedures, norms and
standards • Pamphlets • Posters • Marketing program
4. Manage Resources
• Progress reports • Leave roster • Updated attendance register • Work allocation list • Training reports, certificates
5. Oversee the supervision of students • Class and clinical attendance register • Students’ progress reports • Students’ project reports
5
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. College Principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
2. Vice principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
3. Deputy Manager Academic support and advise, training and education support, accurate administrative records
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
4. Students Academic and psychosocial support, information-sharing, guidance, mentoring
Academic programs, evaluation reports
5.Colleagues Information-sharing, advice, support, networking
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
6. Community
Education regarding health matters, involvement in structures and training programs as stakeholders
Reports, information, advice
7. University
Academic support and advice, teaching programs (guides, evaluation tools), moderation of examination questions and scripts
Recommendations, advice, information, decision-making in the form of reports, letters, etc
8. Clinical facilities Collaboration and coordination of students’ learning needs through patient/client care
Reports, memos, information, advice
9. SANC Education and training standards, policies, regulations and directives
Recommendations, advice, information, registration, accreditation of training institutions
10. Organized Labour (Private Sector Organisation)
Involvement in students academic and social matters through representation
Advice, information, representation
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service Administration Acts and Legislation such as Health Act, SAQA, NQF, Nursing Act, Rules and Regulations, College Policies, PSR, Disciplinary Code and Procedure, Labour Relations Act, etc
Good Communication skills Report writing skills Facilitation skills Liaison skills Interpersonal skills Presentation skills Management skills Analytical skills Motivation skills Research skills Leadership skills Reviewing skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Confidentiality
Qualifications
National Diploma/Degree Nursing Education with additional qualifications in Advanced Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery
Current Registration with South African Nursing Council Experience in clinical assessment practice Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters, Finance A minimum of 9 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 4 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
7
I. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
J. CAREER PATHING
Promotion to next higher post:
1. Next higher post: Vice Principal (Single Nursing College)
2. Nature of work in next higher post:
As required in the higher post
K. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
L. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description. K. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description. Date of revision:
ANNEXURE U
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Head of Department (Nursing College)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D3
Date 1 July 2007
Location Nursing College
Component Faculties
Post report to Vice Principal (Single Nursing College)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
C. JOB PURPOSE (Linked to Strategic Plan)
To manage and undertake the education and training of nurses
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Coordinate the provision of education and training of student nurses:
• Co-ordinate theory and practicals for student training • Develop and monitor the implementation of academic programs • Moderate tests and examination questions and marking guides • Develop, review and evaluate curricula • Review training documents and guidance • Moderate marking of tests and examination • Encourage research and participate in research
30%
2.
Manage clinical learning exposure to students between college and clinical areas:
• Develop and monitor the implementation of clinical visit program • Ensure the accompaniment of students in a clinical area when needed • Monitor students’ movement within the hospital/community setting • Manage the assessment of students according to unit/ wards • Write and submit reports on students progress to the College Manager
30%
3.
Develop and ensure implementation of quality assurance programmes:
• Develop policies, standard operational procedures, norms and standards and ensure the implementation thereof.
• Develop rules, regulations, prospectus and yearly program • Ensure the implementation of new protocols and training mandates • Develop a monitoring and evaluation tool for the programs • Monitor and evaluate the implementation of all training programs • Monitor and report on deviations from the established programs
10%
Head of Nursing Schools (Hospitals)
Lecturer Grade 1/2
Vice Principal (Single Nursing College
3
MAIN OBJECTIVES %
4.
Collaborate with other stakeholders and build a sound relationship within the department:
• Support the mission and promote the image of the college • Serve as a SENATE member for the review of the curriculum • Participate in the development and implementation of policies and guidelines • Participate in career guidance exhibitions (marketing the college to the community) • Attend various meetings
10%
5.
Supervise staff:
• Monitor employees’ performance in terms of the performance management system • Control attendance register and leave • Delegate activities to employees • Maintain sound labour relations through proper discipline • Recommend training and development of staff in terms of identified gaps
10%
6.
Oversee the supervision of students:
• Monitor class and clinical attendance • Monitor the evaluation of academic performance • Supervise research projects • Counsel students when need arise • Maintain accountability and responsibility of team leader to a group of students
10%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
None Office equipment Medical equipment None None
R 50 000
F. DELEGATIONS
LABOUR
RELATIONS DELEGATIONS
HUMAN RESOURCES
DELEGATIONS
FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
Disciplinary action Utilization None
None
4
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end
results)
INDICATORS (indicating how well standards were achieved)
1. Co-ordinate the provision of education and training of student nurse
• Weekly/ monthly academic programs • Record of identified discipline needs • Moderated question papers • Marking guides • Developed curricula • Updated material and guidance • Lesson program • Draft/approved policy • Quality records kept • Teaching and learning strategies available
2. Manage clinical learning exposure to students between college and clinical areas
• Clinical schedule/accompaniment program • List of students and programmes • Movement roster • Records of students • Evaluation and assessment reports • Developed evaluation tools
3. Develop and ensure implementation of quality assurance programmes
• Invitations • Minutes • Agenda • Attendance register • Implemented policies, procedures, norms and
standards • Pamphlets • Posters • Marketing program
4. Manage Resources
• Progress reports • Leave roster • Updated attendance register • Work allocation list • Training reports, certificates
5. Oversee the supervision of students • Class and clinical attendance register • Students’ progress reports • Students’ project reports
5
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. College Principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
2. Vice principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
3. Deputy Manager Academic support and advise, training and education support, accurate administrative records
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
4. Students Academic and psychosocial support, information-sharing, guidance, mentoring
Academic programs, evaluation reports
5.Colleagues Information-sharing, advice, support, networking
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
6. Community
Education regarding health matters, involvement in structures and training programs as stakeholders
Reports, information, advice
7. University
Academic support and advice, teaching programs (guides, evaluation tools), moderation of examination questions and scripts
Recommendations, advice, information, decision-making in the form of reports, letters, etc
8. Clinical facilities Collaboration and coordination of students’ learning needs through patient/client care
Reports, memos, information, advice
9. SANC Education and training standards, policies, regulations and directives
Recommendations, advice, information, registration, accreditation of training institutions
10. Organized Labour (Private Sector Organisation)
Involvement in students academic and social matters through representation
Advice, information, representation
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service Administration Acts and Legislation such as Health Act, SAQA, NQF, Nursing Act, Rules and Regulations, College Policies, PSR, Disciplinary Code and Procedure, Labour Relations Act, etc
Good Communication skills Report writing skills Facilitation skills Liaison skills Interpersonal skills Presentation skills Management skills Analytical skills Motivation skills Research skills Leadership skills Reviewing skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Confidentiality
Qualifications
National Diploma/Degree Nursing Education with additional qualifications in Advanced Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery
Current Registration with South African Nursing Council Experience in clinical assessment practice Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters, Finance A minimum of 9 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 4 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
7
I. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
J. CAREER PATHING
Promotion to next higher post:
1. Next higher post: Vice Principal (Single Nursing College)
2. Nature of work in next higher post:
As required in the higher post
K. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
L. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description. K. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description. Date of revision:
ANNEXURE V
JOB DESCRIPTION
Name Persal Number
A. JOB INFORMATION SUMMARY
Job Title Vice Principal (Single Nursing College)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D4
Date 1 July 2007
Location Nursing College
Component Faculties
Post report to Principal of Nursing College (Single Nursing Campus)/Vice Principal of Nursing College (Head of Nursing Campus)
Job Classification Code
2
B. HIERARCHICAL POSITION OF POST
C. JOB PURPOSE (Linked to Strategic Plan)
To manage and undertake the education and training of nurses
D. MAIN OBJECTIVES (Key Performance Areas (KPA's))
MAIN OBJECTIVES %
1.
Coordinate the provision of education and training of student nurses:
• Co-ordinate theory and practicals for student training • Develop and monitor the implementation of academic programs • Moderate tests and examination questions and marking guides • Develop, review and evaluate curricula • Review training documents and guidance • Moderate marking of tests and examination • Encourage research and participate in research
30%
2.
Manage clinical learning exposure to students between college and clinical areas:
• Develop and monitor the implementation of clinical visit program • Ensure the accompaniment of students in a clinical area when needed • Monitor students’ movement within the hospital/community setting • Manage the assessment of students according to unit/ wards • Write and submit reports on students progress to the College Manager
30%
3.
Develop and ensure implementation of quality assurance programmes:
• Develop policies, standard operational procedures, norms and standards and ensure the implementation thereof.
• Develop rules, regulations, prospectus and yearly program • Ensure the implementation of new protocols and training mandates • Develop a monitoring and evaluation tool for the programs • Monitor and evaluate the implementation of all training programs • Monitor and report on deviations from the established programs
10%
Vice Principal (Single Nursing College)
Lecturer Grade 1/2
Principal of Nursing College (Single Nursing Campus)/Vice Principal of Nursing College (Head of Nursing Campus)
3
MAIN OBJECTIVES %
4.
Collaborate with other stakeholders and build a sound relationship within the department:
• Support the mission and promote the image of the college • Serve as a SENATE member for the review of the curriculum • Participate in the development and implementation of policies and guidelines • Participate in career guidance exhibitions (marketing the college to the community) • Attend various meetings
10%
5.
Supervise staff:
• Monitor employees’ performance in terms of the performance management system • Control attendance register and leave • Delegate activities to employees • Maintain sound labour relations through proper discipline • Recommend training and development of staff in terms of identified gaps
10%
6.
Oversee the supervision of students:
• Monitor class and clinical attendance • Monitor the evaluation of academic performance • Supervise research projects • Counsel students when need arise • Maintain accountability and responsibility of team leader to a group of students
10%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
None Office equipment Medical equipment None None
R 50 000
F. DELEGATIONS
LABOUR
RELATIONS DELEGATIONS
HUMAN RESOURCES
DELEGATIONS
FINANCIAL
DELEGATIONS
SIGNING AUTHORITY
Disciplinary action Utilization None
None
4
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
MAIN OBJECTIVES (measurable outputs/end
results)
INDICATORS (indicating how well standards were achieved)
1. Co-ordinate the provision of education and training of student nurse
• Weekly/ monthly academic programs • Record of identified discipline needs • Moderated question papers • Marking guides • Developed curricula • Updated material and guidance • Lesson program • Draft/approved policy • Quality records kept • Teaching and learning strategies available
2. Manage clinical learning exposure to students between college and clinical areas
• Clinical schedule/accompaniment program • List of students and programmes • Movement roster • Records of students • Evaluation and assessment reports • Developed evaluation tools
3. Develop and ensure implementation of quality assurance programmes
• Invitations • Minutes • Agenda • Attendance register • Implemented policies, procedures, norms and
standards • Pamphlets • Posters • Marketing program
4. Manage Resources
• Progress reports • Leave roster • Updated attendance register • Work allocation list • Training reports, certificates
5. Oversee the supervision of students • Class and clinical attendance register • Students’ progress reports • Students’ project reports
5
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. College Principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
2. Vice principal Academic and management support, advice, training and education support
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
3. Deputy Manager Academic support and advise, training and education support, accurate administrative records
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
4. Students Academic and psychosocial support, information-sharing, guidance, mentoring
Academic programs, evaluation reports
5.Colleagues Information-sharing, advice, support, networking
Recommendations, advice, information, decision-making in the form of reports, memos, letters, etc
6. Community
Education regarding health matters, involvement in structures and training programs as stakeholders
Reports, information, advice
7. University
Academic support and advice, teaching programs (guides, evaluation tools), moderation of examination questions and scripts
Recommendations, advice, information, decision-making in the form of reports, letters, etc
8. Clinical facilities Collaboration and coordination of students’ learning needs through patient/client care
Reports, memos, information, advice
9. SANC Education and training standards, policies, regulations and directives
Recommendations, advice, information, registration, accreditation of training institutions
10. Organized Labour (Private Sector Organisation)
Involvement in students academic and social matters through representation
Advice, information, representation
6
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service Administration Acts and Legislation such as Health Act, SAQA, NQF, Nursing Act, Rules and Regulations, College Policies, PSR, Disciplinary Code and Procedure, Labour Relations Act, etc
Good Communication skills Report writing skills Facilitation skills Liaison skills Interpersonal skills Presentation skills Management skills Analytical skills Motivation skills Research skills Leadership skills Reviewing skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive Confidentiality
Qualifications
National Diploma/Degree Nursing Education with additional qualifications in Advanced Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery
Current Registration with South African Nursing Council Experience in clinical assessment practice Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters, Finance A minimum of 9 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 4 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
7
I. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
J. CAREER PATHING
Promotion to next higher post:
1. Next higher post: Principal of Nursing College (Single Nursing Campus)/Vice Principal of Nursing College (Head of Nursing Campus
2. Nature of work in next higher post:
As required in the higher post
K. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
L. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description. K. JOB DESCRIPTION AGREEMENT
We, the undersigned, agree that the content of the completed job description provides an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Date: Date:
Accepted: Signature:
Additional comments/proposed time of revision of the job description. Date of revision:
ANNEXURE W JOB DESCRIPTION
NAME PERSAL NUMBER
A. JOB INFORMATION SUMMARY
Job Title Principal of Nursing College (Single Nursing Campus)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D5
Date 1 July 2007
Location Nursing Campus
Component Nursing College
Post report to Principal of Nursing College (2 or more Nursing Campuses)/Director: Nursing Colleges (Provincial Head Office)
Job Classification Code
2
B. HIERARHCHICAL POSITION OF POST
RGANOGRAM)
JOB PURPOSE (Linked to Strategic Plan)
TO REN
DER ALL H
UMAN R ESOURCE ACTIVITIES
C. JOB PURPOSE (Linked to Strategic Plan)
To manage the Nursing College.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's)) -
MAIN OBJECTIVES %
1.
Facilitate Nursing Education and Training of Student Nurses: • Develop/implement strategic plans of the college • Market the corporate image of the college • Select students for enrollment with the college • Develop policy guidelines for nurse education and training • Provide suitably qualified staff • Provide learning and teaching resources
35%
2.
Manage Support Services (HR, Library, Student Affairs, Counseling, etc.) • Provide guidance in best practices for policy implementation • Coordinate performance evaluation activities • Provide counseling services • Provide library information services • Coordinate student affairs activities
10%
3.
Manage Human and Physical Resources • Develop Human Resource plan • Implement performance management system • Provide the necessary resources • Maintain physical facilities • Provide security for resources
20%
Head of Department (Nursing College)
Principal of Nursing College (Single Nursing Campus)
Principal of Nursing College (2 or more
Nursing Campuses)/Director:
Nursing Colleges (Provincial Head Office)
3
MAIN OBJECTIVES %
4.
Facilitation of Human Resources Development • Conduct skills audit • Provide budget for capacity building • Provide EAP opportunities
10%
5.
Manage Finance • Submit business plans • Monitor spending patterns • Avoid over and under expenditure as stipulated by the PFMA • Submit monthly and quarterly reports
25%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET
EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
R2m R200 000 R500 000 R700 000
F. DELEGATIONS
F.1 DELEGATIONS ASSIGNED TO THE POST
Labour Relations Delegations Human Resources Delegations Financial
Delegations Signing
Authority Process
Delegations Managing workplace discsipline
Labour Relations delegtaions and Human Resources Management
R500 000 Procurement Delegations: Approval of expenditure up to R500 000 per case
R750 000
Initiating and presiding over disciplinary enquiries
Appointment of staff in acting capacity up to level 13 not exceeding 12 calendar months
None None None
All other powers and duties delegated in terms of HOD’s directive
None None None
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
1. Facilitate Nursing Education and Training of Student Nurses
• Strategic plans available • Marketing reports available • List of selected students is available by end of January• Policy guidelines available • Suitably qualified staff appointed • Teaching and learning resources available • Quality assurance reports available • Setting of examinations and commissioning of
examination results done and reports available • Correspondence and reports of meetings with statutory
bodies and institutions of higher education available • Develop sectional year plans and teaching programs
4
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
2. Manage Support Services (HR, library, student affairs, counseling, etc.)
• Performance evaluation reports available • Records of counseling available • Library information services effectively and
efficiently in place • Smooth running of student affairs section activities
3. Manage Human and Physical Resources
• Develop human resources plan • Performance management system • Minimum resources available • Physical facilities well maintained • Asset registers up to date and resources safe
4. Facilitation of Human Resources Development • Skills audit report available • Budget available for capacity building • EAP opportunities provided
5. Manage Finance
• Develop business plans • Commitment registers checked • Expenditure approved in line with PFMA • Monthly and quarterly reports
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Principal General & strategic advice, Administrative support Management support
Recommendations, advice, information in the form of reports, letters, memos
2. Other directorates Personnel administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Private Sector Organisations: SANC, suppliers, unions and universities
Personnel advice, general support, networking, liaison, customer care, negotiations and correspondence
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process and students’ registration
4. Colleagues General advice, support, information-sharing, assistance
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5. Clinical Institutions Clinical support Student monthly reports and student placements
5
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service administration Procedures related to HRM Policies
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive
Qualifications
Post basic qualification in Nursing Education registered with the SANC Current Registration with South African Nursing Council Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of Nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters and Finance A minimum of 11 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
Knowledge of HRD policies, Skills Development Act
Same as above Same as above Relevant experience
6
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Best administration practice:
• Office administration
• Personnel administration
• Financial administration
• Provisioning administration
• Contract administration
Organizing skills; Co-ordination skills; Administrative skills; Computer Literacy Database
Same as above Relevant experience
Knowledge of Employment Equity Act, White paper on Batho-pele/White paper on transformation
Report writing skills, liaison, social development, facilitation skills
Same as above Relevant experience
Knowledge of Acts and regulations pertaining to nursing and health policies
Analysing skills and interpretation skills
Responsiveness; Pro-activeness; Professionalism; Accuracy; Flexibility Independent
Relevant experience
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING Promotion to next higher post:
1. Next higher post: Principal of Nursing College (2 or more Nursing Campuses)/Director: Nursing Colleges (Provincial Head Office)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
7
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned agree that the content of the completed job description gives an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Signature: Signature:
Date: Date:
Additional comments/proposed time of revision of the job description Date of revision:
ANNEXURE X JOB DESCRIPTION
NAME PERSAL NUMBER
A. JOB INFORMATION SUMMARY
Job Title Vice Principal of Nursing College (Head of Nursing Campus)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D5
Date 1 July 2007
Location Nursing Campus
Component Nursing College
Post report to Principal of Nursing College (2 or more Nursing Campuses)/Director: Nursing Colleges (Provincial Head Office)
Job Classification Code
2
B. HIERARHCHICAL POSITION OF POST
RGANOGRAM)
JOB PURPOSE (Linked to Strategic Plan)
TO REN
DER ALL H
UMAN R ESOURCE ACTIVITIES
C. JOB PURPOSE (Linked to Strategic Plan)
To manage the Nursing Campus.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's)) -
MAIN OBJECTIVES %
1.
Facilitate Nursing Education and Training of Student Nurses: • Develop/implement strategic plans of the campus • Market the corporate image of the campus • Select students for enrollment with the campus • Develop policy guidelines for nurse education and training • Provide suitably qualified staff • Provide learning and teaching resources
35%
2.
Manage Support Services (HR, Library, Student Affairs, Counseling, etc.) • Provide guidance in best practices for policy implementation • Coordinate performance evaluation activities • Provide counseling services • Provide library information services • Coordinate student affairs activities
10%
3.
Manage Human and Physical Resources • Develop Human Resource plan • Implement performance management system • Provide the necessary resources • Maintain physical facilities • Provide security for resources
20%
Head of Department (Nursing College)
Vice Principal of Nursing College (Head of Nursing
Campus)
Principal of Nursing College (2 or more
Nursing Campuses)/Director:
Nursing Colleges (Provincial Head Office)
3
MAIN OBJECTIVES %
4.
Facilitation of Human Resources Development • Conduct skills audit • Provide budget for capacity building • Provide EAP opportunities
10%
5.
Manage Finance • Submit business plans • Monitor spending patterns • Avoid over and under expenditure as stipulated by the PFMA • Submit monthly and quarterly reports
25%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET
EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
R2m R200 000 R500 000 R700 000
F. DELEGATIONS
F.1 DELEGATIONS ASSIGNED TO THE POST
Labour Relations Delegations Human Resources Delegations Financial
Delegations Signing
Authority Process
Delegations Managing workplace discsipline
Labour Relations delegtaions and Human Resources Management
R500 000 Procurement Delegations: Approval of expenditure up to R500 000 per case
R750 000
Initiating and presiding over disciplinary enquiries
Appointment of staff in acting capacity up to level 13 not exceeding 12 calendar months
None None None
All other powers and duties delegated in terms of HOD’s directive
None None None
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
1. Facilitate Nursing Education and Training of Student Nurses
• Strategic plans available • Marketing reports available • List of selected students is available by end of January• Policy guidelines available • Suitably qualified staff appointed • Teaching and learning resources available • Quality assurance reports available • Setting of examinations and commissioning of
examination results done and reports available • Correspondence and reports of meetings with statutory
bodies and institutions of higher education available • Develop sectional year plans and teaching programs
4
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
2. Manage Support Services (HR, library, student affairs, counseling, etc.)
• Performance evaluation reports available • Records of counseling available • Library information services effectively and
efficiently in place • Smooth running of student affairs section activities
3. Manage Human and Physical Resources
• Develop human resources plan • Performance management system • Minimum resources available • Physical facilities well maintained • Asset registers up to date and resources safe
4. Facilitation of Human Resources Development • Skills audit report available • Budget available for capacity building • EAP opportunities provided
5. Manage Finance
• Develop business plans • Commitment registers checked • Expenditure approved in line with PFMA • Monthly and quarterly reports
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Principal General & strategic advice, Administrative support Management support
Recommendations, advice, information in the form of reports, letters, memos
2. Other directorates Personnel administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Private Sector Organisations: SANC, suppliers, unions and universities
Personnel advice, general support, networking, liaison, customer care, negotiations and correspondence
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process and students’ registration
4. Colleagues General advice, support, information-sharing, assistance
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5. Clinical Institutions Clinical support Student monthly reports and student placements
5
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service administration Procedures related to HRM Policies
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive
Qualifications
Post basic qualification in Nursing Education registered with the SANC Current Registration with South African Nursing Council Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of Nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters and Finance A minimum of 11 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
Knowledge of HRD policies, Skills Development Act
Same as above Same as above Relevant experience
6
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Best administration practice:
• Office administration
• Personnel administration
• Financial administration
• Provisioning administration
• Contract administration
Organizing skills; Co-ordination skills; Administrative skills; Computer Literacy Database
Same as above Relevant experience
Knowledge of Employment Equity Act, White paper on Batho-pele/White paper on transformation
Report writing skills, liaison, social development, facilitation skills
Same as above Relevant experience
Knowledge of Acts and regulations pertaining to nursing and health policies
Analysing skills and interpretation skills
Responsiveness; Pro-activeness; Professionalism; Accuracy; Flexibility Independent
Relevant experience
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING Promotion to next higher post:
1. Next higher post: Principal of Nursing College (2 or more Nursing Campuses)/Director: Nursing Colleges (Provincial Head Office)
2. Nature of work in next higher post:
As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
7
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
N. JOB DESCRIPTION AGREEMENT
We, the undersigned agree that the content of the completed job description gives an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Signature: Signature:
Date: Date:
Additional comments/proposed time of revision of the job description Date of revision:
ANNEXURE Y JOB DESCRIPTION
NAME PERSAL NUMBER
A. JOB INFORMATION SUMMARY
Job Title Principal of Nursing College (2 or more Nursing Campuses)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D6
Date 1 July 2007
Location Nursing Campus
Component Nursing College
Post report to Chief Director
Job Classification Code
2
B. HIERARHCHICAL POSITION OF POST
RGANOGRAM)
JOB PURPOSE (Linked to Strategic Plan)
TO REN
DER ALL H
UMAN R ESOURCE ACTIVITIES
C. JOB PURPOSE (Linked to Strategic Plan)
To manage the Nursing Campus.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's)) -
MAIN OBJECTIVES %
1.
Facilitate Nursing Education and Training of Student Nurses: • Develop/implement strategic plans of the campus • Market the corporate image of the campus • Select students for enrollment with the campus • Develop policy guidelines for nurse education and training • Provide suitably qualified staff • Provide learning and teaching resources
35%
2.
Manage Support Services (HR, Library, Student Affairs, Counseling, etc.) • Provide guidance in best practices for policy implementation • Coordinate performance evaluation activities • Provide counseling services • Provide library information services • Coordinate student affairs activities
10%
Vice Principal of Nursing College (Head of Nursing
Principal of Nursing College
(2 or more Nursing Campuses)
Chief Director
3
MAIN OBJECTIVES %
3.
Manage Human and Physical Resources • Develop Human Resource plan • Implement performance management system • Provide the necessary resources • Maintain physical facilities • Provide security for resources
20%
4.
Facilitation of Human Resources Development • Conduct skills audit • Provide budget for capacity building • Provide EAP opportunities
10%
5.
Manage Finance • Submit business plans • Monitor spending patterns • Avoid over and under expenditure as stipulated by the PFMA • Submit monthly and quarterly reports
25%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET
EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
R2m R200 000 R500 000 R700 000
F. DELEGATIONS
F.1 DELEGATIONS ASSIGNED TO THE POST
Labour Relations Delegations Human Resources Delegations Financial
Delegations Signing
Authority Process
Delegations Managing workplace discsipline
Labour Relations delegtaions and Human Resources Management
R500 000 Procurement Delegations: Approval of expenditure up to R500 000 per case
R750 000
Initiating and presiding over disciplinary enquiries
Appointment of staff in acting capacity up to level 13 not exceeding 12 calendar months
None None None
All other powers and duties delegated in terms of HOD’s directive
None None None
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
4
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
1. Facilitate Nursing Education and Training of Student Nurses
• Strategic plans available • Marketing reports available • List of selected students is available by end of January• Policy guidelines available • Suitably qualified staff appointed • Teaching and learning resources available • Quality assurance reports available • Setting of examinations and commissioning of
examination results done and reports available • Correspondence and reports of meetings with statutory
bodies and institutions of higher education available • Develop sectional year plans and teaching programs
2. Manage Support Services (HR, library, student affairs, counseling, etc.)
• Performance evaluation reports available • Records of counseling available • Library information services effectively and
efficiently in place • Smooth running of student affairs section activities
3. Manage Human and Physical Resources
• Develop human resources plan • Performance management system • Minimum resources available • Physical facilities well maintained • Asset registers up to date and resources safe
4. Facilitation of Human Resources Development • Skills audit report available • Budget available for capacity building • EAP opportunities provided
5. Manage Finance
• Develop business plans • Commitment registers checked • Expenditure approved in line with PFMA • Monthly and quarterly reports
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Principal General & strategic advice, Administrative support Management support
Recommendations, advice, information in the form of reports, letters, memos
2. Other directorates Personnel administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Private Sector Organisations: SANC, suppliers, unions and universities
Personnel advice, general support, networking, liaison, customer care, negotiations and correspondence
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process and students’ registration
4. Colleagues General advice, support, information-sharing, assistance
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
5. Clinical Institutions Clinical support Student monthly reports and student placements
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
6
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service administration Procedures related to HRM Policies
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive
Qualifications
Post basic qualification in Nursing Education registered with the SANC Current Registration with South African Nursing Council Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of Nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters and Finance A minimum of 11 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
Knowledge of HRD policies, Skills Development Act
Same as above Same as above Relevant experience
Best administration practice:
• Office administration
• Personnel administration
• Financial administration
• Provisioning administration
• Contract administration
Organizing skills; Co-ordination skills; Administrative skills; Computer Literacy Database
Same as above Relevant experience
7
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Employment Equity Act, White paper on Batho-pele/White paper on transformation
Report writing skills, liaison, social development, facilitation skills
Same as above Relevant experience
Knowledge of Acts and regulations pertaining to nursing and health policies
Analysing skills and interpretation skills
Responsiveness; Pro-activeness; Professionalism; Accuracy; Flexibility Independent
Relevant experience
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING Promotion to next higher post:
1. Next higher post: Chief Director
2. Nature of work in next higher post: As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
8
N. JOB DESCRIPTION AGREEMENT
We, the undersigned agree that the content of the completed job description gives an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Signature: Signature:
Date: Date:
Additional comments/proposed time of revision of the job description Date of revision:
ANNEXURE Z JOB DESCRIPTION
NAME PERSAL NUMBER
A. JOB INFORMATION SUMMARY
Job Title Director: Nursing colleges (Provincial Head Office)
Occupational Specific Dispensation Professional Nurse
Job Level PN-D6
Date 1 July 2007
Location Nursing Campus
Component Nursing College
Post report to Chief Director
Job Classification Code
2
B. HIERARHCHICAL POSITION OF POST
RGANOGRAM)
JOB PURPOSE (Linked to Strategic Plan)
TO REN
DER ALL H
UMAN R ESOURCE ACTIVITIES
C. JOB PURPOSE (Linked to Strategic Plan)
To manage the Nursing Colleges in Province.
D. MAIN OBJECTIVES (Key Performance Areas (KPA's)) -
MAIN OBJECTIVES %
1.
Facilitate Nursing Education and Training of Student Nurses: • Develop/implement strategic plans of the colleges • Market the corporate image of the colleges • Select students for enrollment with the colleges • Develop policy guidelines for nurse education and training • Provide suitably qualified staff • Provide learning and teaching resources
35%
2.
Manage Support Services (HR, Library, Student Affairs, Counseling, etc.) • Provide guidance in best practices for policy implementation • Coordinate performance evaluation activities • Provide counseling services • Provide library information services • Coordinate student affairs activities
10%
Vice Principal of Nursing College (Head of Nursing
Director: Nursing Colleges
(Provincial Head Office)
Chief Director
3
MAIN OBJECTIVES %
3.
Manage Human and Physical Resources • Develop Human Resource plan • Implement performance management system • Provide the necessary resources • Maintain physical facilities • Provide security for resources
20%
4.
Facilitation of Human Resources Development • Conduct skills audit • Provide budget for capacity building • Provide EAP opportunities
10%
5.
Manage Finance • Submit business plans • Monitor spending patterns • Avoid over and under expenditure as stipulated by the PFMA • Submit monthly and quarterly reports
25%
E. DIMENSIONS OF THE POST
PERSONNEL BUDGET
EQUIPMENT BUDGET STORES BUDGET BUILDING BUDGET
R2m R200 000 R500 000 R700 000
F. DELEGATIONS
F.1 DELEGATIONS ASSIGNED TO THE POST
Labour Relations Delegations Human Resources Delegations Financial
Delegations Signing
Authority Process
Delegations Managing workplace discsipline
Labour Relations delegtaions and Human Resources Management
R500 000 Procurement Delegations: Approval of expenditure up to R500 000 per case
R750 000
Initiating and presiding over disciplinary enquiries
Appointment of staff in acting capacity up to level 13 not exceeding 12 calendar months
None None None
All other powers and duties delegated in terms of HOD’s directive
None None None
G. PERFORMANCE STANDARDS AND INDICATORS (Based on main objectives)
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
4
PERFORMANCE STANDARDS MAIN OBJECTIVES
INDICATORS (INDICATING HOW WELL STANDARDS WERE ACHIEVED)
1. Facilitate Nursing Education and Training of Student Nurses
• Strategic plans available • Marketing reports available • List of selected students is available by end of January• Policy guidelines available • Suitably qualified staff appointed • Teaching and learning resources available • Quality assurance reports available • Setting of examinations and commissioning of
examination results done and reports available • Correspondence and reports of meetings with statutory
bodies and institutions of higher education available • Develop sectional year plans and teaching programs
2. Manage Support Services (HR, library, student affairs, counseling, etc.)
• Performance evaluation reports available • Records of counseling available • Library information services effectively and
efficiently in place • Smooth running of student affairs section activities
3. Manage Human and Physical Resources
• Develop human resources plan • Performance management system • Minimum resources available • Physical facilities well maintained • Asset registers up to date and resources safe
4. Facilitation of Human Resources Development • Skills audit report available • Budget available for capacity building • EAP opportunities provided
5. Manage Finance
• Develop business plans • Commitment registers checked • Expenditure approved in line with PFMA • Monthly and quarterly reports
H. OUTPUTS PROFILE
KEY CUSTOMERS REQUIREMENTS OUTPUTS
1. Principal General & strategic advice, Administrative support Management support
Recommendations, advice, information in the form of reports, letters, memos
2. Other directorates Personnel administrative advice, support, liaison, information-sharing
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
3. Private Sector Organisations: SANC, suppliers, unions and universities
Personnel advice, general support, networking, liaison, customer care, negotiations and correspondence
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process and students’ registration
4. Colleagues General advice, support, information-sharing, assistance
Recommendations, advice, information in the form of reports, letters, memos, assist in decision-making process
5
KEY CUSTOMERS REQUIREMENTS OUTPUTS
5. Clinical Institutions Clinical support Student monthly reports and student placements
I. COMPETENCY PROFILE
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
6
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Public Service administration Procedures related to HRM Policies
Good Communication skills Report writing skills Facilitation skills Co-ordination skills Liaison skills Networking skills
Responsiveness Pro-activeness Professionalism Accuracy Flexibility Independent Co-operative Team player Supportive
Qualifications
Post basic qualification in Nursing Education registered with the SANC Current Registration with South African Nursing Council Knowledge of procedures and processes related to Nursing and Education
Knowledge of procedures and processes related to Basic and Post-Basic Nursing regarding Psychiatry, Nursing Science, Community Nursing Science, Primary Health Care and Advanced Midwifery Knowledge and understanding of Nursing Code of Ethics and Professional Practice of the South African Nursing Council Thorough knowledge and understanding of Nursing Standard of Practice and Scope of Practice Knowledge of Training, Nursing, HR matters and Finance A minimum of 11 years appropriate/ recognisable nursing experience after registration as Professional Nurse with the SANC in General Nursing At least 6 years of the period referred to above must be appropriate/ recognisable experience in Nursing Education after registration in the said speciality
Knowledge of HRD policies, Skills Development Act
Same as above Same as above Relevant experience
Best administration practice:
• Office administration
• Personnel administration
• Financial administration
• Provisioning administration
• Contract administration
Organizing skills; Co-ordination skills; Administrative skills; Computer Literacy Database
Same as above Relevant experience
7
KNOWLEDGE SKILLS PERSONAL ATTRIBUTES LEARNING FIELD
Knowledge of Employment Equity Act, White paper on Batho-pele/White paper on transformation
Report writing skills, liaison, social development, facilitation skills
Same as above Relevant experience
Knowledge of Acts and regulations pertaining to nursing and health policies
Analysing skills and interpretation skills
Responsiveness; Pro-activeness; Professionalism; Accuracy; Flexibility Independent
Relevant experience
J. INDIVIDUAL/DEVELOPMENT PROGRAMME (PRIORITY)
To be determined by individual jobholders (this should be linked to the performance management system).
K. CAREER PATHING Promotion to next higher post:
1. Next higher post: Chief Director
2. Nature of work in next higher post: As required in the higher post
L. AMENDMENTS TO THE JOB DESCRIPTION
The Head of Department or his/her nominee reserves the right to make changes and alterations to the job description, as he/she deems reasonable in terms of changes in the job content in line with the strategic objectives of the Department, after due consideration with the postholder.
M. PERFORMANCE INSTRUMENTS
The performance instrument of the postholder, should be read as an extension of the job description.
8
N. JOB DESCRIPTION AGREEMENT
We, the undersigned agree that the content of the completed job description gives an accurate outline and picture of the job as expected from the incumbent in the job:
Supervisor: Job Incumbent: Rank: Rank:
Signature: Signature:
Date: Date:
Additional comments/proposed time of revision of the job description Date of revision: