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  • Role title

    Registered Advanced Nurse Practitioner (RANP) in Medical Oncology

  • Purpose of the role

    The advanced practice service is provided by nurses who practice at a higher level of capability as independent, autonomous and expert advanced practitioners.  The overall purpose of the service is to provide safe, timely, evidenced based nurse-led care to patients at an advanced nursing level. This involves undertaking and documenting complete episodes of patient care, which includes comprehensively assessing, diagnosing, planning, treating and discharging patients in accordance with collaboratively agreed local policies, procedures, protocols and guidelines and/or service level agreements/ memoranda of understanding.

    The RANP in Medical Oncology demonstrates advanced clinical and theoretical knowledge, critical thinking, clinical leadership and complex decision-making abilities. 

    The RANP in Medical Oncology practices in accordance with the Code of Professional Conduct and Ethics for Registered Nurses and Registered Midwives (NMBI 2014), the Scope of Nursing and Midwifery Practice Framework (NMBI 2015), Advanced Practice (Nursing) Standards and Requirements (NMBI 2017), and the Values for Nurses and Midwives in Ireland (Department of Health 2016).

    The RANP in Medical Oncology service provides clinical leadership and professional scholarship in the delivery of optimal nursing services and informs the development of evidence based health policy at local, regional and national levels.

    The RANP in Medical Oncology contributes to nursing research that shapes and advances nursing practice, education and health care policy at local, national and international levels.

    The role will contribute to nursing research to shape and advance nursing practice, education and health care policy at local, national and international levels

  • Department

    HOPE Directorate

  • Directorate

    HOPe (Haematology, Oncology, Palliative Care)

  • Key reports

    Operationally: Assistant Directorate Nurse Manager Professionally: Director of Nursing Clinically: Prof Maeve Lowery

  • Key direct reports

    Staff Nurses, Support Staff, Student Nurses as appropriate On clinical matters only

  • Grade

    Advanced Nurse Practitioner (General)

  • Salary scale

    €59,151 - €72,895

  • Annual leave per annum

    25 - 28 Days

  • Hours per week

    39 hours

  • Job reference number


  • Enquiries to

    Ms Norma O’Riordan, Assistant Director Of Nursing, Hope Directorate;

    Phone: 01 416 2002; Email: 

  • Closing date


  • The post holder’s practice is based on developing a higher level of capability across the six domains of competences as defined by Bord Altranais agus Cnáimhseachais na hÉireann Advanced Practice (Nursing) Standards and Requirements (NMBI 2017)

    The domains are:

    • Professional Values and Conduct
    • Clinical-Decision Making
    • Knowledge and Cognitive Competences
    • Communication and Interpersonal Competences
    • Management and Team Competences
    • Leadership and Professional Scholarship Competences 

    Each of the six domains specifies the standard which the RANP in Medical Oncology has a duty and responsibility to demonstrate and practise.

    Domain 1: Professional Values and Conduct:

    Standard 1 

    The RANP in in Medical Oncology will apply ethically sound solutions to complex issues related to individuals and populations by:

    1. Demonstrating accountability and responsibility for professional practice as a lead healthcare professional in the care of patients with breast cancer and upper GIT cancer.
      The initial caseload* and scope of practice for the RANP in Medical Oncology is agreed as follows: breast cancer & GIT cancer The inclusion criteria for the RANP in Medical Oncology are as follows: patients attending the medical oncology service with a diagnosis of breast cancer or GIT cancer.
      The exclusion criteria for the RANP in Medical Oncology are as follows:  patients who do not attend the medical oncology service for breast cancer or GIT cancer, malignant haematology patients.
    2. Articulating safe boundaries and engaging in timely referral and collaboration for those areas outside his/her/their scope of practice, experience and competence.
    3. Demonstrating leadership by practising compassionately to facilitate, optimise, promote and support the health, comfort, quality of life and wellbeing of persons whose lives are affected by altered health, chronic disorders, disability, distress or life-limiting conditions
    4. The chosen professional practice model for nursing {insert here} emphasises a caring therapeutic relationship between the RANP and his/her patients, recognising that RANPs work in partnership with their multidisciplinary colleagues (Slatyer et al. 2016).
    5. Articulating and promoting the RANP role in clinical, political and professional contexts by contributing to the service’s annual report and TSJCI annual report; participating in local and national committees to ensure best practice as per the relevant national clinical and integrated care programme, participating in OECI accreditation, participating in education programmes.

    Domain 2: Clinical-Decision Making:

    Standard 2

    The RANP in in Medical Oncology will utilise advanced knowledge, skills, and abilities to engage in senior clinical decision making by:

    1. Conducting a comprehensive holistic health assessment using evidenced based frameworks, policies, procedures, protocols and guidelines to determine diagnoses and inform autonomous advanced nursing care
    2. Synthesising and interpreting assessment information particularly history including prior treatment outcomes, physical findings and diagnostic data to identify normal, at risk and subnormal states of health
    3. Demonstrating timely use of diagnostic investigations/additional evidence based advanced assessments to inform clinical-decision making
    4. Exhibiting comprehensive knowledge of therapeutic interventions including pharmacological and non-pharmacological advanced nursing interventions.
    5. Initiating and implementing health promotion activities and self-management plans in accordance with the wider public health agenda
    6. Discharging patients from the service as per an agreed supporting policy, procedure, protocols, guidelines and referral pathways.

    Domain 3: Knowledge and Cognitive Competences:

    Standard 3 

    The RANP in in Medical Oncology will actively contribute to the professional body of knowledge related to his/her area of advanced practice by:

    1. Providing leadership in the translation of new knowledge to clinical practice in  teaching sessions; journal clubs; case reviews; facilitating clinical supervision to other members of the team and mentorship.
    2. Educating others using an advanced expert knowledge base derived from clinical experience, on-going reflection, clinical supervision and engagement in continuous professional development
    3. Demonstrating a vision for advanced practice nursing based on a competent expert knowledge base that is developed through research, critical thinking, and experiential learning
    4. Demonstrating accountability in considering access, cost and clinical effectiveness when planning, delivering and evaluating care for example key performance areas, key performance indicators, and metrics.

    Domain 4: Communication and Interpersonal Competences:

    Standard 4 

    The RANP in Medical Oncology will negotiate and advocate with other health professionals to ensure the beliefs, rights and wishes of the person are respected by:

    1. Communicating effectively with the healthcare team through sharing of information in accordance with legal, professional and regulatory requirements as per established referral pathways
    2. Demonstrating leadership in professional practice by using professional language (verbally and in writing) that represents the plan of care, which is shared with the person and other members of the inter-professional team as per the organisation’s policies, procedures, protocols and guidelines
    3. Facilitating clinical supervision and mentorship through utilising one’s expert knowledge and clinical competences
    4. Utilising information technology, in accordance with legislation and organisational policies, procedures protocols and guidelines, to record all aspects of advanced nursing care.

    Domain 5: Management and Team Competences:

    Standard 5

    The RANP in Medical Oncology will manage risk to those who access the service through collaborative risk assessments and promotion of a safe environment by:

    1. Promoting a culture of quality care
    2. Proactively seeking feedback from persons receiving care, families and members of the multidisciplinary team on their experiences of the service, analysing same and making suggestions for improvement
    3. Implementing practice changes using negotiation and consensus building, in collaboration with the multidisciplinary team and persons receiving care.

    Domain 6: Leadership and Professional Scholarship Competences:

    Standard 6

    The RANP in Medical Oncology will lead in multidisciplinary team planning for transitions across the continuum of care by:

    1. Demonstrating clinical leadership in the design and evaluation of services findings from research, audit, metrics and new evidence)
    2. Engaging in health policy development, implementation, and evaluation
    3. Identifying gaps in the provision of care and services pertaining to his/her/their area of advanced practice and apply the best available evidence and expanding  the service to enhance the quality, effectiveness and safety of the service in response to emerging healthcare needs
    4. Leading in managing and implementing change.

    Advanced Practice Performance Management and Evaluation

    • Performance Indicators (PI’s) are required to evaluate nursing interventions and implement initiatives to improve quality and quantity of the nursing care provided. They should have a clinical nursing focus as well as a breakdown of activity, including patients seen and treated. In addition, they identify areas of good practice that must be recognised and celebrated (HSE 2015).
    • Department of Health (2017) Framework for National Performance Indicators for Nursing and Midwifery provides a guiding framework for the development of Nursing and Midwifery PI’s.
    • The Department of Health (2017) Framework for National Performance Indicators for Nursing and Midwifery provides a guiding framework for the development of Nursing and Midwifery PI’s.
    • In collaboration with the Director of Nursing, the RANP in in Medical Oncology will identify and develop Nursing PI’s for their area of practice, collect and collate data which will provide evidence of the impact and effectiveness of the interventions undertaken. 
    • The RANP will participate in and evaluate audit results and research findings to identify areas for quality improvement in collaboration with nursing management and multidisciplinary team colleagues (primary and secondary care). 

    Professional / Clinical

    • The RANP in in Medical Oncology will practice nursing according to:
    • The Code of Professional Conduct and Ethics for Registered Nurses and Registered Midwives (NMBI 2014);
    • Scope of Nursing and Midwifery Practice Framework (NMBI 2015);
    • Values for Nurses and Midwives in Ireland – Care, Compassion and Commitment (Department of Health 2016);
    • Advanced Practice Nursing Standards and Requirements (NMBI 2017);
    • National Health Policies and Procedures (latest versions) {list as relevant to the service for example:
    • HSE (2013, revised 2016) National Consent Policy;
    • Local policies, procedures, protocols and guidelines
    • Current legislation {list as relevant to the service for example:
    • Government of Ireland (2015) Assisted Decision-Making Capacity Act {Insert as appropriate to the RANP (NNN) service}

    Education and Training:

    The RANP in Medical Oncology will:

    • Contribute to service development through appropriate continuous education, research initiatives, keeping up to date with nursing literature, recent nursing research and new developments in nursing practice, education and management.
    • Provide support and advice to those engaging in continuous professional development in his/her area of advanced nursing

    Professional Practice Portfolio 

    • The RANP in Medical Oncology must maintain a professional practice portfolio, incorporating evidence of learning from continuing professional development, clinical supervision, reflective practice and review of his/her/their own scope of practice  in accordance with regulatory requirements and service need. 

    Management and Leadership

    The RANP in Medical Oncology will

    • Support the principle that person-centred care comes first at all times and will approach the effective, efficient and resourceful planning, organisation and delivery of RANP in Medical Oncology nursing service with the flexibility and enthusiasm necessary to make this principle a reality for every patient.
    • Adopt a professional leadership role within the clinical governance structures influencing both clinical and non-clinical processes that impact upon the experience and/or outcomes for patients within the RANP in Medical Oncology nursing service.
    • Participate in the appropriate and effective management of the RANP in Medical Oncology service.
    • Participate in the development of the overall service plan and in the monitoring and review of RANP in Medical Oncology activity against the plan.
    • Provide innovative and effective leadership, support, and advice, to nursing and allied staff at all levels related to their area of practice.
    • Participate and engage in projects and service developments by representing senior nursing on committees and groups as relevant to the RANP in Medical Oncology nursing service.
    • Participate in the overall financial planning of the service including the assessment of priorities in pay and non-pay expenditure relating to the RANP in Medical Oncology nursing service
    • Promote a culture that values diversity and respect in the workplace.
    • Manage and promote liaisons with internal and external bodies as appropriate, for example; intra-hospital service, community services, or voluntary organisations.
    • Engage in digital developments as they apply to service user and service administration.
    • Undertake other relevant duties as may be determined from time to time by the Director of Nursing or other designated officer.

    * The above Role Profile is not intended to be a comprehensive list of all duties involved and consequently the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office. This Role Profile will be subject to review in the light of changing circumstances.

  • Required

    Professional Qualifications and Experience
    Eligible applicants must:
    1. Be a registered nurse or midwife on the NMBI’s Active Register.
    2. Annual registration Practitioners must maintain active annual registration on the Advanced Nurse Practitioner Division of the register of Nurses and Midwives maintained by the Nursing and Midwifery Board of Ireland (Bord Altranais agus Cnáimhseachais na hÉireann) for the role.
    3. Must possess the requisite knowledge and ability including a high standard of suitability and clinical, professional and administrative capacity to properly discharge the functions of the role.
    Confirm annual registration with NMBI to the HSE by way of the annual Patient Safety Assurance Certificate (PSAC).
    4. Completed a post graduate diploma in Adult Cancer Nursing.
    5. Demonstrates competencies relevant to context of practice.
    6. Demonstrate involvement in audit and research.


    Please note The organisation may specify other post specific requirements in terms of additional post registration education and /or clinical experience(s) related to the RANP (NNN) service in line with expansion of practice and caseload review.

  • Required

    • IT skills
    • Experience in teaching and assessing junior staff/nursing students
  • The following ‘Descriptors’ are a further clarification of the behaviours required. Candidates should use these descriptors as a guide when assessing their suitability for this role and also when preparing an example of where they have demonstrated this competency in the past for inclusion in the required Standard Application Form (SAF). Further information relating to the Competency Based Framework.

    Communication (Level 4)

    • Asks strategic questions to get to the root of complex problems
    • Establishes and maintains information networks across Hospital/Health Services sector nationally and internationally
    • Attends Senior meetings and actively cascades appropriate information to their Managers and teams in a timely manner
    • Promotes a culture where successes are championed and publicised, and where mistakes are learned from, and learning shared

    Team Player (Level 4)

    • Builds joint solutions with organisations from different sectors including community, public and private organisations.
    • Is a Role Model and proactive in building a positive team culture.
    • Promotes a culture of excellence in the delivery of the service plan within a governance framework.
    • Actively drives forward the work agenda with an emphasis on results.

    Quality and Safety Service (Level 4)

    • Keeps abreast of national and international developments in health through active involvement at national & international networks.
    • Establishes the highest standards for customer-service, a “high performance” culture
    • Liaises actively with QSID and feeds back to them, taking advice and seeking support as appropriate
    • Translates legislation and related guidance into policy and practice within the Hospital, that optimises Service and Patient outcomes

    Planning and Organisation (Level 4)

    • Plans ahead with vision. Considers Hospital and local Directorate strategic direction
    • Has the ability to objectively balance competing priorities and resources.
    • Takes calculated risks, based on knowledge, skills attitude, learning and experience to achieve long term service improvement.
    • Maintains positive expectations of other stakeholders. Strives to create the conditions for successful partnership working in the long term.

    Problem Solving and Decision Making (Level 4)

    • Has the ability to analyse and evaluate a range of complex information, identify core issues and consider the impact of decisions before taking action
    • Shows a strong degree of self-sufficiency, recommending decisions on a proactive basis, while actively suggesting improvements and adapting readily to change
    • Takes a system-wide approach and sees connections, risks and the potential for innovation in the wider environment

    Leadership Potential (Level 4)

    • Develops, communicates and implements the strategic vision
    • Knows who the key influencers are and how to go about involving them to shape and deliver change across the wider health and social care system
    • Is able to challenge others in positions of power in pursuit of a specific goal and will always be able to back up their position with a sound evidence base
    • Identifies how current service development fits into the bigger picture for service improvement
  • A level of proficiency in the English language, written and spoken, is a requirement of all roles within St James’s Hospital. You will be required to self assess your proficiency level in the Standard Application Form. In addition, your proficiency in spoken English will be assessed during the interview process appropriate to the role available.

    1. The appointment to this post will be Permanent, Full Time & Pensionable
    2. Annual leave allowance is 25 - 28 Days per annum
    3. The person appointed must not give less than 3 month's notice, in writing, of intention to resign
    4. Normal working hours will be 39 hours per week.
    5. You will be required to work the agreed roster / on call arrangements advised to you by your line manager. Your contracted hours of work are liable to change between the hours of 8.00am - 8pm over seven days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement.
    1. The Hospital Board will not be responsible for the loss or theft of personal belongings.
    2. Fire orders must be observed and staff must complete fire training every 2 years.
    3. All accidents within the department must be reported immediately.
    4. In accordance with the “Safety, Health and Welfare at Work Act 2005”, all staff must comply with all safety regulations.
    5. St James's Hospital is a tobacco free Campus. The use of tobacco or electronic cigarettes is not permitted within the hospital buildings or on the grounds.
  • In the course of your employment you may have access to or hear information concerning the medical or personal affairs of patients and/or staff, or other health services business. Such records and information are strictly confidential and unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty. In addition records must never be left in such a manner that unauthorised persons can obtain access to them and must be kept in safe custody when no longer required.

  • A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

  • It is the responsibility of all staff across the hospital to ensure that infection control and hygiene standards are adhered to and maintained at all times.

    • Approval to hire (VAF process).
    • Hiring manager – role profile.
    • Advertising.
    • Application process.
    • Shortlisting of candidates will be based on information provided.
    • Interview process.
    • All applicants who move to the 2nd stage of the selection process (i.e. post interview) will be subject to reference checking X 2, self-declaration, Garda clearance and Occupational Health screening (questionnaire).
    • All external successful candidates who take up appointment will be required to attend a Mandatory Induction Programme.
    • The Standard Application Form (SAF) is available to download on t his page.
    • Alternatively, please contact the Human Resources for an application form, Phone: (01) 416 2559 or Email:  
    • Please note closing date above for receipt of completed application forms. 
    • Shortlisting of Candidates will be based on information provided.
    • Curriculum vitaes (CVs) will not be accepted.

    A panel may be formed from which future vacancies will be filled. St James's Hospital is an Equal Opportunities Employer.

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