Job Description of Nursing Professionals:

Job Description of

Nursing Instructor

Nursing Superintendent Grade II

The Nursing Superintendent Grade I

Nursing Tutor/ Clinical Instructors: in School of Nursing/ in college of Nursing

Principal School of Nursing

Principal College of Nursing

Job description

Job descriptions are essential and are required for recruitment so that you and the applicants can

understand the role. Job descriptions are necessary for all people in work. A job description defines a person's

role and accountability. Without a job description it is impossible for a person to properly commit to, or be held

accountable for, a role. As an employee you may have or be given the opportunity to take responsibility for

your job description. This is good and allows you to clarify expectations with your employer and your boss.

The process of writing job descriptions is actually quite easy and straight-forward. Many people tend to start off

with a list of 20-30 tasks, which is okay as a start, but this needs refining to far fewer points, around 8-12 is the

ideal. Smaller organizations commonly require staff and managers to cover a wider or more mixed range of

responsibilities than in larger organizations (for example, the Office Manager' role can comprise financial, HR,

stock-control, scheduling and other duties). Therefore in smaller organizations, job descriptions might

necessarily contain a greater number of listed responsibilities, perhaps 15-16. However, whatever the

circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy

and ineffective. Any job description containing 20-30 tasks is actually more like a part of an operational

manual, which serves a different purpose. Job descriptions should refer to the operational manual, or to 'agreed

procedures', rather than include the detail of the tasks in the job description. Similarly, lengthy details of health

and safety procedures should not be included in a job description. Instead put them into a health and safety

manual, and then simply refer to this in the job description.

A useful process for refining and writing job descriptions responsibilities into fewer points and

('responsibilities' rather than 'individual tasks'), is to group the many individual tasks into main responsibility

areas, such as the list below (not all will be applicable to any single role). The following characteristics indicate

that these responsibility areas would normally features in most job descriptions:

• Communicating (in relation to whom, what, how - and this is applicable to all below) planning and

organizing (of what)

• Managing information or general administration support (of what) monitoring and reporting (of what)

• Evaluating and decision-making (of what)

• Financial budgeting and control (of what)

• Producing things (what)

• Maintaining/repairing things (what)

• Quality control (for production roles normally a separate responsibility; otherwise this is generally

incorporated within other relevant responsibilities) (of what)

• Health and safety (normally the same point for all job descriptions of a given staff grade)

• Using equipment and systems (what)

• Creating and developing things (what)

• Self-development (normally the same point for all job descriptions of a given staff grade)

• Plus any responsibilities for other staff if applicable, typically:

• Recruiting (of direct-reporting staff)

• Assessing (direct-reporting staff)

• Training (direct-reporting staff)

• Managing (direct-reporting staff)

• Senior roles will include more executive aspects:

• Developing policy

• Duty of care and corporate responsibility

• Formulation of direction and strategy

Obviously the level of authority affects the extent of responsibility in the job description for determining

strategy, decision-making, managing other people, and for executive roles, deciding direction, policy, and

delivering corporate performance.

Importance of Job descriptions:

Job descriptions improve an organization’s ability to manage people and roles in the following ways:

• Clarifies employer expectations for employee

• Provides basis of measuring job performance

• Provides clear description of role for job candidates

• Provides a structure and discipline for company to understand and structure all jobs and

ensure necessary activities, duties and responsibilities are covered by one job or another

• Provides continuity of role parameters irrespective of manager interpretation

• Enables pay and grading systems to be structured fairly and logically

• Prevents arbitrary interpretation of role content and limit by employee and employer and

manager

• Essential reference tool in issues of employee/employer dispute

• Essential reference tool for discipline issues

• Provides important reference points for training and development areas

• Provides neutral and objective (as opposed to subjective or arbitrary) reference points for

appraisals, performance reviews and counseling

• Enables formulation of skill set and behavior set requirements per role

• Enables organization to structure and manage roles in a uniform way, thus increasing

efficiency and effectiveness of recruitment, training and development, organizational

structure, work flow and activities, customer service, etc

• Enables factual view (as opposed to instinctual) to be taken by employees and managers in

career progression and succession planning

Use of Job Description:

A Job description includes the job’s functions and obligations and specifies the person’s responsibilities.

It is a written report outlining duties, responsibilities and conditions of the work assignment.

Job descriptions are used for many purposes, including the following

Establishing a rational basis for the salary structure

Clarifying relationship among jobs

Helping analyze employee’s duties

Defining the organizational structure and support

Reassigning and fixing functions and responsibilities

Evaluating job performance

Orienting new employees

Assisting with hiring and placement

Establishing lines of promotion

Identifying potential training needs

Critically reviewing the existing work practices

Maintaining continuity of all operations

Improving the work flow

Providing data as to proper channels of communication

Developing job specifications

Serving as basis for planning staffing levels

Elements of Job Description / Job description template:

Header: Job title, name and location of incumbent immediate superiors

Key Responsibilities and Accountabilities or 'Duties'. Principal responsibilities, including percentage of time

spent on each

Based at (School, Wards attachment, Unit, Section - if applicable)

Position reports to ( Director ,Principal, Chief Nursing Superintendent, Line Manager title, location, and

Functional Manager, location if matrix management structure)

Job skills: Knowledge, skills, and education

Job Purpose Summary (ideally one sentence)

Dimensions/Territory/Scope/Scale indicators (the areas to which responsibilities extend and the scale of

responsibilities - staff, customers, territory, products, equipment, premises, etc)

Organizational chart

Problem solving examples

Environment

Key contacts

References guiding the incumbent’s actions

Supervision given and received

Date and other relevant internal references

For senior job descriptions it is useful to break key responsibilities into sections covering Functional,

Managerial, and Organizational areas

Job Description of Nursing Instructor:

These all areas of responsibilities as comparatively Pakistan Nursing Council (PNC) has written for

nursing instructors (N/I) that Nursing Instructors will perform beyond and extended in their actual placement

they work as;

Activities of Nursing Instructor:

Clinician:

Give direct patient care in selected patient situations and serve as behavioral model for

excellence in practice

Assist the nursing personnel in assessing individual patient’s needs and for mutation of a plan of

nursing care, write nursing orders, when appropriate, for implementation of nursing plan; assist

the nursing personnel in documenting the effectiveness of the individualized care

Set evaluate, and re-evaluate standards of nursing practice

Evaluate nursing care given, to patients written the clinical area assessing and teaching

Function as a change agent; identify the barriers to more comprehensive health care delivery,

modify behaviors and introduce new approaches to patient care

Collaborate with other health care providers and make appropriate referrals when necessary

Teacher:

Provide an atmosphere conductive to learning

Teach appropriate preventive measures to clients

Direct the orientation of new staff and student nurse

Consider the needs of the adult learners as well as

Clinician’s knowledge and expertise

Indicate or assist with the planning, presenting, and evaluating for clinic staff

Guide and assist staff and nursing students

Administrator:

A change agent and appraise leadership, communication, and charge process

Work collaboratively with hospital personnel

Make recommendations relative to improving patient care

Support and interpret the clinical policies and procedures

Self-Development:

Assume responsibility for identifying own educational needs and up grade deficit areas

Evaluate own nursing practice and instruction of others

Consultant:

Conduct informal conferences with nursing personnel

Assist personnel to develop awareness of community agencies

Serve as a resource person and their families

Researcher:

Determine research problems related to preventive care, nursing clinics, and so on

Conduct research studies to up grade independent nursing practice

Demonstrate knowledge of the current research

A testing of relevant theories, evaluation and implementation of research findings for nursing

practice

Promote interest in reaching and reviewing of current publications

Pakistan Nursing Council (PNC) classified the position of clinical nursing instructor’s job description

job specification, educational / professional qualification, experience and training, knowledge, skills, abilities

and traits and duties and responsibilities specified job description by(Pakistan Nursing and Midwifery Council)

PNMC as under:

Knowledge, Skills, Abilities and Traits:

• Communication skillfully

• Promotes the spirit of inquiry

• Relates knowledge from other disciplines for nursing

• Fosters self evaluation

• Provided constructive feed back to the students

• Is proficient in clinical practice

• Uses principles of teaching / learning effectively

Professional Knowledge:

• Bass clinical and classroom teaching a relevant Knowledge

• Demonstrates Knowledge base in area of practice and accountable successfully

• Uses principles of teaching and learning effective

• Interprets course objectives appropriately

• Demonstrates competence in a variety of teaching formats and situations

• Demonstrates ability to promote self directed learning and enquiry process

• Identifies learning problems and seek appropriate consultation

Clinical Competence:

• Demonstrates clinical competence as a professional nurse

• Serves as an effective rile model for students in clinical area

Course and Curriculum Development:

• Assist in course development, preparation of course outline, learning resource, evaluation methods

• Demonstrate sound knowledge theory and practice relevant to assigned courses

• Contributes to curriculum design and evaluation with guidance

Job Analysis:

• Job analysis is used to establish board certification in nursing specialties, ergonomic criteria for shift

workers, licensure examination for registered nurses

• Job descriptions for nurse editors, compensation systems, redesign for effective and efficient systems of

care

• To develop interviewing techniques for hiring the right applicants

Conclusion:

Legal, regulatory and accrediting requirements

• Meet the licensing laws of the state, rules of accrediting agencies

• Determine job ratings and classifications

• Determine whether job is exempt or non-exempted

• Recruit, select, evaluate and retain employees

• Performance appraisal, the setting of objectives, and job descriptions are control devices

• They are increasingly bureaucratic, run by “experts” and out of touch with the world of human relations

• They promote stability at the expense of flexibility

• The alternative is coaching and teaching values

• Most job descriptions are not read or adhered by successfully workers

• Role development of nurse specialists is defined in evoking job description of practice from novice to expert

• This role development is being shaped by health care policy

• To managed care, available resources, increased job complexity and relationships between job satisfaction

and organizational climate

• The new career models are funded on self responsibility, entrepreneurial aptitude, vision and personal

empowerment

• The case manager nurse of the 21st century is forward thinking flexible and solution oriented

Job description: Job description is written record of principal duties and scope of responsibility for a particular

job, together with the required employee characteristics. As stated earlier, a job description is a written

statement of the specific functions which the individual worker is expected to perform, the requirements for the

job and the relationship of the workers with other personnel in the organization structure.

There is a need for job descriptions, because it is learnt that through some studies, most workers function in a

mechanical fashion and are not conscious of the role assigned to them and also lead to various problems

particularly in team functioning. There are number of ways in which a job description can be used which make

it advantageous to the development of the services.

Job description is a contract that should include the jobs functions and obligations and specify the person to

whom the employee is responsible. It is a written report outlining duties, responsibilities, and conditions of the

work assignment. It is a description of a job and not of a person who happens to hold that job.

Since the job descriptions are essential and they can be used to greater advantage, it should be developed on the

following basis: it should be based on the need of the service, it should be based on facilities and resources

available, it should be based on the organizational structure and policies of the agency, it should be based on the

preparation of the personnel available, e.g. Certificate Nurses, Diploma Nurses, Undergraduate Nurses, and

Postgraduate Nurses of available budgeted positions.

Advantages of the job description:

The following are some of its uses and advantages: It helps to record data for job evaluation, It facilitates wage

and salary administration, It provides basis for manpower planning, It facilitates employment, recruitment,

selection, placement orientation, supervision and evaluation of employee, i.e. it: Assist in interpretation to the

authorities of the type of person needed for the job, Provides a basis for orientation for the individual employed

and for other personnel, so that all are familiar with what is expected of each one, Provides a basis for

supervision and for evaluation, It helps in establishing educational programs which meet the need of the service,

this refer to all educational programs, i.e. basic, post basic and in-services, It facilitates sound organization,

clearly stated and definitely allocated functions for all personnel are essential for the maintenance of well-

organized service, It promotes efficiency and economy by helping to prevent overlapping or duplication of

effort and the faulty use of existing personnel, It promotes good morale by helping the administration to deal

intelligently with problems and to establish definite lines of promotion, It provides for data for job

classification, equitable wage and salary can be established and maintained.

Many changes in the dynamic environment of a health care agency, such as changes in personnel, departmental

or agency objectives, budget, and technology, create the need for periodic review and revision of job

descriptions. Time should not be wasted preparing job descriptions that will not be put to use. Job descriptions

should be available to all personnel so that they will know the dimensions of their jobs. Who in the agency can

help them in their work, how their performances will be evaluated, and the opportunities for advancement. To

make the data more useful, numerical values may be assigned to the important elements of the specific duties.

To avoid bias, data for job descriptions should be gathered from several resources. Data may be collected by

interviewing the job incumbent, having an incumbent keep a log of duties performed during a specific time

period. Observing the person and having the person fill out a questionnaire.

Nursing Superintendent Grade II:

Educational qualification: General: Pre-university course/ 10+2 or equivalent exam, Professional: 3 years

General Nursing/9 months/ 6 months Midwifery/ Psychiatric Nursing Diploma/ Certificate, recognized by

Pakistan Nursing Council, Revised General Nursing and Midwifery/ Psychiatric Nursing Diploma/

Certificate Recognized by Pakistan Nursing Council.

Or Basic B.Sc Nursing from a Recognized University according to Pakistan Nursing Council norms,

Registration: Registered with the Pakistan Nursing Council, Experience: should have experience as senior staff

nurse.

Standard Norms: Since it is the second level nursing supervisory role, it needs at least the nursing

superintendent grade II for three senior staff nurses.

Job summary: She/he is responsible for developing and supervising nursing services of a department of a floor

consisting of two or more wards or units managed by the senior staff nurses. Theses units may be in-patient

wards, out patient department clinics, operation theaters, obstetric units, central supply department etc. she/he is

responsible to the nursing superintendent Grade I.

Patient care and ward/unit management: Organizes and plans nursing care activities of the department of floor

according to the hospital policies and service needs, Plans staffing pattern and the other necessary requirements

of her/his department, Complies and submits nursing statistics to the concerned authorities, Conducts and

attends to the departmental and interdepartmental meetings/ conferences from time to time, Makes regular

rounds of his/her department, Ensures to the safety and general dealings of the department, Looks into general

comforts of the patient and his/her relatives, Receives report from the Night Supervisor of her/his department,

Evaluates nature and quantum of care required in each unit/ward, Makes rotation plan for the nursing staff and

domestic staff under his/her jurisdiction, Plans ward management with the each ward/unit, Reinforces the

principles of good ward management in ward, Helps ward/unit supervisors to produce their ward/unit,

Supervises the proper use and care of the equipment and supplies in the department, Acts as the public relation

officer of the unit and deals with the problems faced by the ward, keeps the nursing superintendent grade I and

office informed of the needs of the nursing units/wads in her charge and of any special problem/problems,

Officiates in the Nursing Superintendent Grade I.

Educational Function: arranges class’s and clinical teaching of nursing students in the department, related to the

specialty experience, implements the ward teaching programme and clinical experience of the students with the

help of doctors and nurses, Does counseling and guidance of staff and students, arranges and conducts staff

development programmes of her/his department, Assists in planning for and participation in the training of

auxiliary personnel.

General: Escorts Nursing Superintendent Grade I, Medical Superintendent, and special visitors for hospital

rounds, Arranges and participates no professional and social function of staff and students, Acts as a liaison

officer between the nursing department and higher hospital authorities, Carries out any other duties delegated by

the Nursing Superintendent Grade I.

The Nursing Superintendent Grade I

Educational qualification: General: Pre-university course/ 10+2 or equivalent exam.

Professional: 3 years General Nursing/9 months/ 6 months Midwifery/ Psychiatric Nursing Diploma/

Certificate, recognized by Pakistan Nursing Council. Revised General Nursing and Midwifery/ Psychiatric

Nursing Diploma/ Certificate Recognized by Pakistan Nursing Council.

Or basic B.Sc Nursing from a Recognized University according to Pakistan Nursing Council norms.

Registration: Registered with the Pakistan Nursing Council. Experience: should have experience as Nursing

Superintendent Gr II.

Standard norms: There should be one Nursing Superintendent Gr I for 200 bedded hospital, one Nursing

Superintendent Gr I for 2-4 Nursing Superintendent Gr II.

Job summary: Nursing Superintendent is responsible to the Medical Superintendent, in a hospital having 200 or

above bed strength. She is accountable for the safe and efficient running of the various nursing departments in

the hospital. She is assisted in carrying out her duties, by the Deputy Nursing Superintendent/ Assistant Nursing

Superintendent, ward supervisor and clerical, linen room and domestic staff.

Nursing services: Participates in the formulation of the philosophy of the hospital in general and those specific

to the nursing service, Determines goals, aims, objectives and policies of the nursing services, Implements

hospital policies and rules through various nursing units, Decides and recommends personnel and material

requirement for running various nursing services departments of the hospital, Interviews and recruits nursing

staff,

Assist in student selection and recruitment of other auxiliary staff whose duties are related to nursing, ensure the

safe and efficient care rendered in the various nursing departments of the hospital, Make regular visit hospitals

and wards, Checks if standard of care is maintained and patients are nursed in a clean, orderly and safe

environment, Takes hospital rounds with Medical Superintendent, Selects and secure proper equipment needed

for the hospital or nursing home, Looks after the welfare of the patients, their relatives and nursing staff,

Prepares budget for the nursing services department, functions as a member of the condemnation board for linen

and other hospital or nursing home equipments, Prepares duty roster, plans staff leave and disburses salary,

Gives counseling and guidance to the subordinate staff, Maintains discipline among nurses and other auxiliary

staff, Enforces implementation of the hospital rules, regulations and policies, practices in hospital and inter-

hospital meetings/ conferences, Investigates complaints and takes necessary steps, Evaluates confidential staff

reports and recommends for promotion or higher studies, Plans staff development programs and arranges for in-

service education and orientation programs etc, Inspects hospital kitchen and dietary services of the hospital,

Arranges students’ clinical experience and council examinations,

Initiates and participates in nursing research, Supervision, guidance and control of Group “D” employees of the

hospital.

General and Office Duties: Attends to general correspondence, Maintains necessary records concerning the

nursing staff, students, confidential reports and health records etc,

Submits annual reports of the nursing service departments to Medical superintendent, and Pakistan Nursing

Council, Participates in professional and community activities, Maintains cordial relations with public and

voluntary workers.

Nursing Tutor/ Clinical Instructors:

Title: Nursing tutor in School of Nursing, Nursing Instructor in college of Nursing.

Educational qualification: General: Pre-university course/ 10+2 or equivalent exam,

Professional: B.Sc, Nursing ( Post-graduate) or M.Sc, Nursing or equivalent examination

Registration: Registered with Pakistan Nursing Council, experience should have as staff nurse not less than 5

years.

Standard Norms: According to Pakistan Nursing Council.

Job Summary: She/he is teacher in nursing school, responsible to the vice principal/principal of the nursing

school and responsible for planning and implementation of teaching programme and assists in administration of

school of nursing.

Academic Function: Responsible for planning and implementation of teaching programme, Teaching subjects in

the curriculum, Overall supervision of clinical teaching programme subjects in hospital/community health

setting, Maintains classroom equipments, supplies and teaching aids, Conduct test for (theory and practical) and

evaluation of students assignment and performance, Preparing teaching materials and implementing it under the

guidance of other teachers, Helping the students with extra-curricular activities.

Administration and Evaluation: Assisting in the administration of the school of nursing, Supervision of student

health, welfare and security, Assisting the selections of students and administration, Assisting in examination,

tests (sessionals and terminals), Supervision of living condition of students in the hostel, Assist in teaching of

other categories of personnel in the hospital and community, assisting in the procurement of school supplies and

equipment, Assisting in the library work, Assisting in maintaining school records, Planning and implementation

and evaluation of specification courses, Shall carry out any other duties assigned by the principal or head of the

department in the interest of education.

Principal School of Nursing:

Title: Principal, School of General Nursing/Midwifery or Psychiatry.

Educational qualification: General: Pre-university course/ 10+2 or equivalent exam,

Professional: Master degree in nursing recognized by Pakistan Nursing Council, or

BS.c, Nursing (Post-Certificate), Registration: Registered with Pakistan Nursing Council,

Experience: Should have teaching experience in School of Nursing not less than 5 years.

Standard Norms:As per Pakistan Nursing Council.

Job Summary: Principal, the administrative head of the General Nursing School will be responsible to the

Medical Superintendent or District Surgeon of the Hospital. Once the financial control of school handed over to

the principal, he/she shall be directly responsible to the directorate of Medical Education and Directorate of

Health and Family Welfare Services. As the head of the school she/he will be responsible for the smooth

implementation of the PNC syllabus and school administration.

Duties and Responsibilities:

Administrative:Advertising and calling for candidates for nursing programme, Scrutinizing applications,

preparing merit list and calling them for interview, Conducting interview through the set-up committee and

selecting candidates and informing them,

Planning for orientation programme for new students and staff, Distributing teaching work load and

departments to each other along with teaching materials connected with that, e.g. nursing arts, anatomy,

physiology, etc, Carrying out correspondence with other departments, agencies, or individuals in connection

with the programme, Maintaining students records, admission register, results, registers master roll call for staff,

teachers and student etc.

Principal College of Nursing:

Title: Pincipal, College of Nursing.

Educational qualification and experience: general: Pre-university course/ 10+2 or equivalent exam,

professional: M.Sc, Nursing or equivalent degree or PhD in nursing or other equivalent doctoral degree,

registration: registered with Pakistan Nursing Council. Experience: teaching in college not less than 5 years.

Standard norms: as per Pakistan Nursing Council.

Job summary: Principal, College of Nursing is the administrative head of the college of nursing, will be directly

responsible to the Director of Medical Education/Director of Health and Family Welfare Services and

responsible for implementation and revision of curriculum for various courses, and research activities of the

college of nursing.

Duties and responsibilities of nursing:

Administrative: planning, develops philosophy and objective for educational program, identifies the present

needs related to educational program, investigates, evaluates, and secures resources, formulates the plan of

action, selects and organizes learning experiences.

Organizing: determines the number of position and scope and responsibility of each faculty and staff, analyses

the job to be done in terms of needs of education program, prepares the job description, indicates line of

authority, responsibility in the relationship and channels of communication by means of organizational chart

and other methods, considers preparation, ability and interest personally in equating responsibility, delegates

authority commensurate with responsibility, maintain a plan of work load among staff members, provides an

organizational framework for effective staff functioning such as meeting of the staff etc.

Directing: recommends appointment and promotion based on qualification and experience of the individual

staff, scope of job and total staff composition, subscribes and encourages developmental aspects with reference

to welfare of staff and students, directs activities of staff working under, provides adequate orientation of staff

members, guides and encourages staff members in their job activities, constantly makes administrative decision

based on established policies, facilitates participation in community, professional and institutional activities by

providing time, opportunity for support for such participation, creates involvement in designing educationally

sound program, maintenance of attitude rightly acceptable to staff and learners, provides for utilization in the

development of total program and encourages their contribution, provides freedom for staff to develop active

training course within the framework of curriculum, promotes staff participation in research, procures and

maintains physical facilities which are of a standard.

Coordinating: coordinates activities relating to the program such as regular meetings, time schedule,

maintaining effective communication etc. Intimates ways of communication. Interprets nursing education to

other related discipline and to the public.

Controlling: provides for continues follow up and revision of education program. Maintains recognition of the

educational program by accrediting bodies, university etc. maintain a comprehensive system of records.

Prepares periodic report which reviews the progress and problems of the entire program and presents plans for

its continuous development. Prepares, secures approval of and administrates the budget.

According to Pakistan Nursing Council:

Nursing superintendent: Asst. Nursing Superintendent/ clinical supervisor/ clinical nurse specialist and 12 years

experience in BPS17 and above.

Deputy Nursing Superintendent: clinical nursing supervisor and 7 years experience in BPS 16

Principal School of Nursing: Diploma in Nursing, Midwifery, DWA, DTA and 17 years experience in BPS17

(duly registered with Pakistan Nursing Council).

Nursing Instructors: Diploma in Nursing, Midwifery, DWA, DTA and 2 years experience in teaching and 5

years clinical experience of charge nurse (duly registered with Pakistan Nursing Council).

Reference:

• Pakistan Nursing Council (PNC) (1999). Job description of all categories of Nursing Personnel’s. P.N.C.

Islamabad

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