Job Title: Theatre Porter, Band 2
Reference No: 06.009 (2026)
Department / Directorate: Logistics and Portering / Estates & Facilities Management Directorate
Reports to: Portering and Logistics Manager or Deputy
Tallaght University Hospital (TUH) is a model 4, voluntary, academic teaching hospital partnered with Trinity College and situated in south west Dublin. With a staff of over 4,000 people from 63 different countries, it provides both acute and tertiary care to an increasing population of circa 800,000 people and is a provider of local, regional and national specialties. It is also a National Urology Centre, the second largest provider of dialysis services in the country, Pelvic and Acetabulum National Centre and a designated Trauma Unit.
The Hospital is part of the newly established HSE Dublin & Midlands Region, which serves a population of over 1.2 million across seven counties, and operates under the governance of an independent Board of Directors who give their time on a voluntary basis. TUH is also supported by the Adelaide Health Foundation, the Meath Foundation and Tallaght University Hospital Foundation.
TUH recognises the role it plays in our community both as an employer and provider of healthcare and is committed to building a sustainable future for our region both now and into the future with a focus on patient outcomes.
The Hospital is ambitious, recognising that healthcare delivery is undergoing seismic change and will be different now and into the future, largely due to digital and technological advances along with research continuing to discover and test new treatment options. TUH wants to be a leader in determining that future. It is a “Hospital without Walls” always looking to optimise care both within and beyond in line with the Sláintecare vision of providing the right care, in the right place, at the right time whilst empowering our patients and staff.
TUH Vision and Values
The vision of the Hospital is “
People Caring for People to Live Better Lives” through excellent health outcomes supported by evidenced based practice, positive patient and staff experience in an empowering and caring environment. A culture of innovation and quality improvement in everything we do.
Our
TUH CARE values – for patients, their families, our community and staff are:
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Collaborate – together and with our academic and care partners
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Achieve – our goals, positive outcomes and wellbeing
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Respect – for patients, each other and our environment
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Equity – for patients and staff
At TUH we view our staff as our most valuable asset and every member of the Team is valued equally. We recognise that a skilled, satisfied and motivated workforce is a prerequisite to high quality care.
A full overview of TUH is available on www.tuh.ie/about us
purpose of the role:
The Theatre Porter, Band 2 will be responsible for ensuring the smooth running of Portering Services to the Theatre and associated areas when required and perform duties as directed by the Logistics and Portering Management team.
overview of role:
Key Duties and Responsibilities-
Transfer patients to and from theatre department. Assist with the transfer of patients from the holding bay to the anesthetic rooms
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Lift and position patients under guidance of Nursing and Medical Personnel in the anaesthetic room for spinal anesthetics and any other procedures as requested
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Transfer patients on to the operating table and position patients correctly under guidance of Nursing and Medical Personnel
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Put on flowtron cuffs
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Position pressure reliving aids as requested / required
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Put in anesthetic screen
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Connect the diathermy and suction at the beginning of the operation
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Help prepare patients for surgery
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Apply and remove tourniquet as required in accordance with theatre policy
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Connect drill and any other equipment as requested
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Ensure all special attachments for the operation are in the theatre e.g. light source, orthopaedic attachments
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Connect piped gases, scavenging system and suction
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Move heavy equipment into place e.g. microscope, image intensifier
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Wipe down and clean pendent arms with 70% alcohol wipes
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At the end of the operation clean the operating lights, table and base as necessary
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Clean the diathermy machine and foot pedals
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Wash and dry all flexes / piped gas leads
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Wash down using soap and water and redress patient trolley on return from the wards and replace oxygen mask and tubing if necessary
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Wash down Roller-boards after use and return to recovery
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Respond to spillages in line with policy & procedure
- Thoroughly wash down and disinfect the patient trolleys after an infected case as per hospital policy
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Assist with sterile supplies delivered to the department and ensure changing area is kept clean and tidy
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Check gas cylinders and replace as necessary
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Thoroughly clean tourniquet cuffs and exsanguinator
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The Porter may be assigned to different areas within the Portering Department by the Logistics and Portering Management team depending on the needs of the department. If a Porter is assigned to an area they will be retain their rate of pay or be eligible for payment associated with that area, whatever’s the greater
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Any other duties that may be assigned by the Portering and Logistics Management team
Qualifications & Experience required
Must have:-
Have been educated to Leaving Certificate standard
Or-
Have passed an examination of comparable standard at second level
Or-
Have satisfactory relevant experience which encompasses demonstrable equivalent skills
And-
Have a minimum of 6 months previous healthcare experience in a similar environment
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Have excellent interpersonal and communication skills
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Have fluent command and understanding of English language to include spoken and written.
Desirable:-
Have a minimum of 1 years previous healthcare experience in a similar environment
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Have undertaken or commit to undertake the relevant FETAC Accredited Course
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Have experience of working in the Theatre Department
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Have previous experience in Customer Services
Reward & Recognition-
Remuneration is in accordance with the Department of Health Consolidated Salary Scales, grade code 5363 as of 1st February 2026.
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These particulars are subject to change in line with overall public pay policy. Point on scale allocated is based on relevant HSE Circulars.
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The appointment is full time, temporary and pensionable. The annual leave entitlement is 23 working days per year. The leave year runs from 1st April to the 31st of March each year.
Normal working hours are 39 worked over 7 days. Your contracted hours of work are liable to change between the hours of 8 am to 8 pm over 7 days to meet the requirements for extended day services in accordance with the terms of the Framework Agreement
Application process
Applications can be submitted ‘on-line’ at
www.tuh.ie/careers by completing the application form and attaching your CV. Candidates should be aware that, when applying for a post through the 'On-Line' Application System (Candidate Manager) they will receive an automated replying acknowledging receipt of their application. Should you for any reason, not receive this automated acknowledgement, you should notify the Human Resources Department, before the closing date, otherwise your application will not be considered.
All candidates should note that, in order to maintain a timely process, the closing date and time for receipt of applications will be strictly adhered to.
Informal Enquiries to: Mr Derek Mc Donnell (Portering and Logistics Manager)
Telephone (01) 4143121
or email [email protected]
Closing Date: Before close of business on: Friday 26th June 2026
TUH is an equal opportunities employer and is committed to promoting an environment free from discrimination in accordance with the Employment Equality Acts 1998 and 2004. The Hospital values diversity and recognises the benefits of having a workforce that reflects the community we serve. We are committed to equality of access to positions within the Hospital. All recruitment activity and documentation will encourage applications from all potential candidates without discrimination.
TUH Core Competencies:
Core Area
Competency
Level
Managing the service
Quality & Safety of Service
2
Managing the service
Delivery of Results
2
Managing Change
Problem Solving & Decision Making
2
Managing Change
Communications & Influencing
2
Managing Yourself
Team player
2
Managing Yourself
Planning and Organising
2
Managing People
People Management
2
Managing People
Leadership
1
Age restriction shall only apply to a candidate where he/she is not classified as a new entrant
(within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004).
A candidate who is not classified as a new entrant must be under 65 years of age on the first day
of the month in which the latest date for receiving completed applications for the office occurs.
Health
A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health as would indicate a reasonable prospect of ability to render regular and efficient service.
Garda Vetting
Garda vetting is sought for all employees and prospective employees of Tallaght University Hospital. Given the specialised nature of the services provided, your appointment will be subject to satisfactory Garda vetting and re-vetting in circumstances where the Hospital deems it appropriate. The Hospital will then process the necessary documentation to endeavour to obtain the satisfactory Garda clearance for you. You are obliged to disclose previous and any criminal convictions acquitted during the course of your employment. Should the Hospital obtain information from the Garda vetting unit to indicate that your Garda clearance report is not satisfactory and / or if you have supplied the Hospital with false or misleading information in relation to your Garda clearance status, the Hospital reserves the right to withdraw or terminate the contract in accordance with Tallaght University Hospital Garda vetting policy.
Point on Salary Scale
New appointees to any grade start at the minimum point of the scale. Incremental credit will be applied for recognised relevant service in Ireland and abroad (Department of Health Circular 2/2011). Incremental credit is normally granted on appointment, in respect of previous experience in the Civil Service, local authorities, health service and other public service bodies and statutory agencies.
Probation
The probationary period may be extended at the Hospital’s discretion but will not in any case exceed 9 months. Confirmation of your appointment as a permanent member of staff is subject to the successful completion of the probation period. Termination of this agreement within the probationary period shall be at the discretion of the Hospital, in accordance with the Minimum Notice and Terms of Employment Act, 1973 - 2001.
Termination of Employment
The employment may be terminated at any time by one months’ notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/91. The Management’s right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment.
Sick Leave-
There is provision for sick pay at the Hospitals discretion, subject to the regulations and details found in the Staff Handbook/ Personnel Policy Manual, as per the Hospitals sick leave policy.
- In the event of absence from work, you are required to contact your Manager/Supervisor within one hour of starting time on the first day of absence, while a Medical Certificate is required for any illness lasting in excess of two days. Failure to comply with the sick leave policy may result in a loss of pay for the period of absence and may also incur disciplinary action.
Information Technology & data
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Make the most effective and efficient use of developments in information technology for both patient care and administrative support in a manner which integrates well with systems throughout the organisation.
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Collect, interpret and present data and information on the Department’s activities, staffing and expenditure, as required.
Pension Arrangements and Retirement age
There are three superannuation schemes currently in operation for staff in Tallaght University Hospital:
(a) Voluntary Hospital Superannuation Scheme (Non-New Entrant)
(b) Voluntary Hospital Superannuation Scheme (New Entrant)
(c) Single Public Service Pension Scheme
Please read carefully the summary of the criteria for the three superannuation schemes below. This will assist you in identifying which scheme membership is applicable to your employment circumstances.
(a) If you have been continually employed in the public service prior to the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (Non-New Entrant) with a Minimum Retirement Age of 60 and a Maximum Retirement Age of 65.
(b) If you have been continually employed in the public service post the 1st April 2004 and you have not had a break in service of more than 26 weeks, you will be included in the Voluntary Hospital Superannuation Scheme (New Entrant) with a Minimum Retirement Age of 65. There is no Maximum Retirement Age.
(c) If you have commenced employment in the public service as a new entrant or you are a former public servant, returning to the public service after a break of more than 26 weeks, you will be included in the Single Public Service Pension Scheme effective from the 1st January 2013 with a minimum retirement age of 66 (rising to 67 and 68 in line with state pension changes). The maximum retirement age under this scheme will be age 70.
Health & Safety
- All employees must comply with the Safety, Health and Welfare at Work Act, 2005.
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Comply with relevant Health and Safety responsibilities as outlined in Hospital Polices, Protocols and Procedures relevant to your area.
- Take reasonable care to protect your own safety, health and welfare and that of any other person who may be affected by your acts or omissions at work.
Hygiene / Infection prevention and control
- All employees have responsibility for Hygiene awareness. Hygiene is defined as “The practice that serves to keep people and environments clean and prevent infection.”
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All employees also have a responsibility under their terms of employment to prevent transmission of infection and to follow the hospital infection control policies and guidelines as outlined in the Infection Control Manual.
- All employees must be aware that they work in an area where there is potential for transmission of infection.
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All employees have a responsibility to follow hand hygiene guidelines as this is the single most important intervention to prevent the transmission of infection.
Quality, safety and risk management-
Support the delivery of the Quality, Safety and Risk Management Programme, including the appropriate identification and management of risks and incidents throughout the hospital.
Data Management-
Ensure compliance with the obligations required by the Data Protection Act 2018.
Confidentiality
You will be aware of the confidential nature of Hospital work and in particular, the right of patients to confidentiality. To this end, you will not discuss workings of the Hospital or its patients or disclose any information of a confidential nature except as required to do so in the course of your work. No records, documents or property of the Hospital may be removed from the premises of the Hospital without prior authorisation. You must return to the Hospital upon request and, in any event, upon the termination of your employment, all documents or other property of the Hospital which are in your possession or under your control.
Mandated and Designated Persons under Children First Act 2015
Schedule 2 of the Children First Act 2015 specifies the classes of persons defined as Mandated Persons for the purposes of the Act. This includes a range of disciplines that are employed by the hospital including all medical practitioners, registered nurses, physiotherapists, psychologists, social workers and others. This includes staff working in adult services. All mandated persons have two main legal obligations under the Children First Act 2015. Mandated persons, under the legislation are required to report any knowledge, belief or reasonable suspicion that a child has been harmed, is being harmed, or is at risk of being harmed. The Act defines harm as assault, ill-treatment, neglect or sexual abuse, and covers single and multiple instances. Mandated persons are also required to assist Tusla, if requested, in assessing a concern which has been the subject of a mandated report. Designated Officer are required to receive reports of suspected child abuse or neglect from any person who is of the opinion that (a) a child has been or is being assaulted, ill-treated, neglected or sexually abused, or (b) a child’s health, development or welfare has been or is being avoidably impaired or neglected. Full detailed list of mandated and designated staff together with details of their roles and responsibilities can be found on https://www.tusla.ie/children-first. It is the responsibility of all staff employed by TUH to be aware of their roles and responsibilities under the legislation and to complete mandatory Children First Training.
