Senior Pharmaceutical Technician

Job Title: Senior Pharmaceutical Technician
Reference No: 04.025 (2026)
Department / Directorate: Pharmacy, COO Directorate
Reports to: Dispensary 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 “To consistently deliver excellent outcomes for our patients and wider community” through evidenced based practice, a positive patient and staff experience, and an empowering and caring environment. A culture of innovation and quality improvement guides everything we do.
Our TUH CARE values – for patients, their families, our community and staff are:

• Collaborate – together and with our academic and care partners.
• Achieve – our goals, positive outcomes and wellbeing.
• Respect – for patients, each other and our environment.
• 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 recognize 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 Senior Pharmaceutical Technician will assist in the delivery of the Medicines Management Technician (MMT) service at ward level, including the development of Standard Operating Procedures (SOPs), worksheets, and training material for other pharmacy technicians involved in the service.




overview of role:
Key Duties and Responsibilities

• Participate in dispensary related activities on the main TUH campus as required including activities such as; dispensing, checking, top-up, door roster, lunch roster, late roster, weekend service rosters and other duties as rostered and in accordance with Policy and Procedures.
• Liaise with the senior technician top-up services to ensure that the ward stock list is up to date.
• Feedback to the dispensary manager any operational issues arising in the area of medication management as required.
• Liaise with nursing staff members on any issues pertaining to the medication management process.
• Participate in the training of new or rotating staff according to agreed dispensary procedures and policies.
• Liaise with the purchasing technician to ensure medications are ordered in a timely manner.
• Be competent in all dispensary activities e.g. controlled drugs, clozapine, extemporaneous compounding, out of hours room maintenance, arrest trays, anaesthetic boxes and stroke packs, clinical trials, ward returns and the returns process and prepacking etc.
• Contribute to the development and updating relevant procedures in conjunction with the top-up supervisor and the dispensary manager.
• Identify and report defects in pharmacy processes proactively to the dispensary team leader or the dispensary manager as appropriate.
• Carry out any other duties as may be assigned from time to time including cover of other roles.
• Carry out dispensary based senior technician supervisory roles as assigned by the dispensary manager.
• Participate in continuous improvement projects as required.
• Participate in audit and service development.
• Participate in antimicrobial stewardship in conjunction with the clinical pharmacist for ward/site.
• Participate in continuing education and in other such activities consistent with the post.
• Undertake roles as assigned by the dispensary manager.
• Participate in the weekend service and late night pharmacy service.
• Supervise basic grade pharmaceutical technician staff as assigned by the dispensary manager.
• Complete medication safety reports as necessary.
• Participate in the medicines management technician (MMT) service.
• Assist in the development and implementation of service development plans to ensure the success of the MMT service while balancing and prioritizing competing demands.
• Ensure that the benefits of the MMT activities are identified and measured in order to support the pharmacy department in developing the service.
• Consults with technical personnel to solve ICT systems issues as they arise.
• Liaise with the clinical pharmacist assigned to the patient’s team/ ward to resolve any queries relating to the medication orders.
• Return non-stock items no longer in use to pharmacy.
• Manage the ward top-up system for stock drugs in accordance with the top-up policy and procedures.
• Bring problems to the attention of the supervising MMT and clinical nurse manager and if persistent or unresolved to the dispensary manager.
• Consistently performs job duties at satisfactory quantity and quality, within required time-frames, while maintaining high degree of accuracy.
• Contributes to the development of policies and procedures demonstrating a clear understanding of, and consistently adheres to existing department and hospital wide policies and procedures.
• Keeps up to date through reading, seminars, workshops, and conferences.
• Train pharmaceutical technician staff in the role of MMT as assigned by the dispensary manager.
• Reports directly to the dispensary manager but must be able to perform various duties with minimal supervision.
• Complete internal training as MMT before commencing ward based role.
• Complete external training as deemed appropriate by the dispensary manager and pharmacy operations manager.
• Perform such other duties appropriate to the post as may be assigned by the dispensary manager and dispensary team leader from time to time.

Qualifications & Experience required

• 1) Possess the Pharmaceutical Technicians Diploma awarded by the University of Dublin.

Or

• 2) Possess a Pharmacy Technicians qualification at QQI Level 6 awarded by the Dublin Institute of Technology, Athlone Institute of Technology, Letterkenny Institute of Technology, or Carlow Institute of Technology.

Or

• 3) Possess the Pharmacy Services Certificate (NVQ 3) offered by the Irish Pharmaceutical Union.

Or

• Are currently employed as a Pharmacy Technician in the publicly funded health service.

Or

• Possess a relevant qualification at least equivalent to 1 & 2 above.

And

• Candidates must possess the requisite knowledge and ability, (including a high standard of suitability, professional knowledge and ability), for the proper discharge of the duties of the office.
• Have at least three years satisfactory post-qualification hospital or equivalent experience.

Reward & Recognition

• Remuneration is in accordance with the Department of Health Consolidated Salary Scales, grade code 3021.
• The appointment is permanent, full-time, and pensionable. A panel maybe formed for future vacancies that may arise.
• The annual leave entitlement is 29 working days per year. The leave year runs from 1st April to the 31st of March each year.
• Normal working hours are 35 worked over 5 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. Iarlaith Doherty, Acting Dispensary Manager
(01) 4142520, email iarlaith.doherty@tuh.ie
Closing Date: Before close of business on: 11th May, 2026

TUH Core Competencies:
Please go to www.tuh/careers for details of the core competencies

SUPPLEMENTARY INFORMATION

Age Restrictions In Relation To Applications
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

• 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.
• 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.
• 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.”
• 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.
• 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.