SCHEMES OF SERVICE FOR THE NURSING CADRE
SCHEMES OF SERVICE FOR THE NURSING CADRE
SCHEMES OF SERVICE FOR THE NURSING CADRE
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<strong>THE</strong> REPUBLIC <strong>OF</strong> UGANDA<br />
<strong>SCHEMES</strong> <strong>OF</strong> <strong>SERVICE</strong> <strong>FOR</strong> <strong>THE</strong> <strong>NURSING</strong> <strong>CADRE</strong><br />
Ministry of Public Service,<br />
P. O. Box 7003,<br />
KAMPALA– UGANDA<br />
Tel: 041 4-250570/250543/6<br />
Fax: 0414-255463<br />
Email: ps@publicservice.go.ug<br />
Website: www.publicservice.go.ug<br />
November 2012<br />
Scheme of Service for the Nursing Cadre<br />
Page i
Table of Contents<br />
LIST <strong>OF</strong> ACRONYMS ............................................................................................................. 1<br />
1.0 INTRODUCTION .............................................................................................................. 2<br />
1.2 <strong>NURSING</strong> ROLES (<strong>NURSING</strong> FUNCTIONS) ................................................................... 4<br />
2.0 AIM AND OBJECTIVES ............................................................................................. 5<br />
2.1 AIM ................................................................................................................................ 5<br />
2.2 SPECIFIC OBJECTIVES ................................................................................................. 5<br />
2.3 GUIDING PRINCIPLES .................................................................................................... 5<br />
2.4 PR<strong>OF</strong>ESSIONAL GROWTH AND ADVANCEMENT .......................................................... 6<br />
2.5 CAREER PROGRESSION ................................................................................................ 6<br />
2.6 COST EFFICIENCY AND EFFECTIVENESS ................................................................... 7<br />
3.0 ADMINISTRATION AND MANAGEMENT <strong>OF</strong> <strong>THE</strong> SCHEME ...................... 7<br />
3.1 ADMINISTRATION <strong>OF</strong> <strong>THE</strong> <strong>NURSING</strong> SCHEME ............................................................ 7<br />
3.2 STAFF PER<strong>FOR</strong>MANCE .................................................................................................. 8<br />
3.3 GENERAL MANAGEMENT GUIDELINES ....................................................................... 8<br />
4.0 EXISTING <strong>NURSING</strong> GRADING ........................................................................... 10<br />
4.1 PROPOSED EDUCATIONAL PROGRAMS IN <strong>NURSING</strong> AND MIDWIFERY .................. 11<br />
4.2 RECOGNIZED QUALIFICATIONS ................................................................................. 12<br />
4.3 CAREER PROGRESSION <strong>FOR</strong> NURSES AND MIDWIVES IN UGANDA ....................... 13<br />
4.4 PROPOSED SCHEME <strong>OF</strong> <strong>SERVICE</strong> <strong>FOR</strong> <strong>THE</strong> <strong>NURSING</strong> <strong>CADRE</strong> IN UGANDA .......... 14<br />
4.5 EXPLANATIONS AND RECOMMENDATIONS ............................................................... 15<br />
5.0 JOB DESCRIPTIONS AND PERSON SPECIFICATIONS ............................. 16<br />
5.1 COMMISSIONER <strong>NURSING</strong> .......................................................................................... 16<br />
5.2 ASSISTANT COMMISSIONER <strong>NURSING</strong> ...................................................................... 20<br />
5.3 ASSISTANT DISTRICT HEALTH <strong>OF</strong>FICER (MCH/N) ................................................ 24<br />
5.4 PRINCIPAL <strong>NURSING</strong> <strong>OF</strong>FICER ................................................................................... 29<br />
Scheme of Service for the Nursing Cadre<br />
Page ii
5.5 PRINCIPAL PUBLIC HEALTH NURSE .......................................................................... 32<br />
5.6 SENIOR <strong>NURSING</strong> <strong>OF</strong>FICER ......................................................................................... 35<br />
5.7 SENIOR PUBLIC HEALTH NURSE ................................................................................ 40<br />
5.8 <strong>NURSING</strong> <strong>OF</strong>FICER....................................................................................................... 44<br />
5.9 SENIOR ASSISTANT <strong>NURSING</strong> <strong>OF</strong>FICER .................................................................... 45<br />
5.10 ASSISTANT <strong>NURSING</strong> <strong>OF</strong>FICER .................................................................................. 50<br />
5.11 ASSISTANT <strong>NURSING</strong> <strong>OF</strong>FICER (MIDWIFERY) ............................................................... 54<br />
5.12 ENROLLED NURSE ...................................................................................................... 58<br />
5.13 ENROLLED MIDWIFE .................................................................................................. 61<br />
5.14 ENROLLED NURSE ...................................................................................................... 64<br />
Scheme of Service for the Nursing Cadre<br />
Page iii
LIST <strong>OF</strong> ACRONYMS<br />
GoU<br />
MoFPED<br />
MoPS<br />
MDAs<br />
LGs<br />
Government of Uganda<br />
Ministry of Finance, Planning and Economic Development<br />
Ministry of Public Srrvice<br />
Ministries, Departments and Agencies<br />
Local Governments<br />
Scheme of Service for the Nursing Cadre Page 1
1.0 INTRODUCTION<br />
The Uganda Nurses and Midwifery Act (1996) section 2 defines a nurse<br />
as “a person trained and qualified in the promotion of health, prevention<br />
of disease and care of the sick and registered or enrolled under section<br />
24 of the same Act”. A nurse therefore provides holistic care which<br />
involves physical, psychological, social and spiritual care.<br />
The word Nursing is derived from the Latin word “nurture” which<br />
means to “nourish”. Since 2000 B.C. nursing has been associated with<br />
care of people in need that is the sick, the helpless, the young, the<br />
injured or disabled.<br />
Nursing first started as a desire to keep people healthy as well as<br />
provide comfort, care and assistance to the sick. This objective has been<br />
maintained over time. The practice of nursing has evolved into a<br />
modern profession due to the changing characteristics of society.<br />
Florence Nightingale (1843- 1950) is recognized worldwide for her<br />
contribution to modern nursing and promotion of nursing training and<br />
patient care.<br />
In Uganda, Sir Albert Cook was the founder of medical work in the<br />
country. He arrived in Uganda in 1879 with 12 recruits, one of whom<br />
was Katherine Timson, who later married Dr. Cook. During the first<br />
world- war (1914- 1918), the first healing and training centre in Uganda<br />
was established at Mengo by Dr. Albert Cook. He first trained male<br />
dressers and male assistants in Uganda.<br />
Due to the need for maternity services, Katherine Cook began midwifery<br />
training under the Uganda Medical Services in 1919 at Mengo. Later,<br />
nurses’ training at enrolled level was started and the first class of<br />
Nurses qualified in 1933. In 1956, a course for Assistant Health visitors<br />
was started. This marked the beginning of community health training<br />
for Nurses in Uganda.<br />
Scheme of Service for the Nursing Cadre Page 2
On April 12 th 1956, the Uganda Nurses and Midwives` Council was<br />
formed and took over the responsibility for the training of all nursing<br />
personnel and regulation of nursing standards. This marked an<br />
administrative turning point in the growth of nursing in the country.<br />
In 1961, a new course of registered general nursing commenced at<br />
Mulago for girls and boys who had Cambridge school certificate of<br />
Ordinary level education with a credit in English and one of the science<br />
subjects. In November, 1967 Registered Midwifery course was also<br />
started at Mulago. Mental Nurse training was started at Butabika in<br />
1960. In 1970`s and early 1980`s a number of development courses<br />
were introduced such as Nurse/Midwifery Tutors` course,<br />
administration course , public health nursing , anaesthesia and<br />
ophthalmic skills.<br />
The Health Sector Reform including decentralization necessitated the<br />
need for a cost effective, multipurpose cadre of a nurse, capable of<br />
delivering the minimum Health Care Package. The majority of trained<br />
health personnel were deployed in the secondary and tertiary health<br />
facilities that are based in urban areas and were responsible for<br />
providing mainly curative services. This meant that the rural population<br />
was left without access to services of trained health personnel. The<br />
introduction of the Government policy of establishing health centres at<br />
village, parish, sub-county and county levels throughout the Country<br />
reinforced the need to have multi-skilled health workers to provide the<br />
range of services intended at the health centres hence the introduction<br />
of Comprehensive Nursing cadre who would provide basic promotive,<br />
preventive, curative and rehabilitative health care at lower level health<br />
centres.<br />
Comprehensive Nursing courses at Registered and Enrolled levels were<br />
introduced in 1993 and 2003 respectively and training of a Bachelor of<br />
Science in nursing (1993). The regarding of jobs in 2003, as a result of<br />
job evaluation exercise necessitated a review of the scheme of service<br />
for the nursing cadre in the Public Service. Since then a number of<br />
changes have been introduced in the nursing profession.<br />
Scheme of Service for the Nursing Cadre Page 3
1.2 Nursing Roles (Nursing Functions)<br />
Nursing is viewed as a process and a nurse as a person who can work<br />
effectively and help to create conditions in which other people can<br />
function satisfactorily.<br />
The Nursing functions include advocacy, disease prevention, health<br />
promotion, health education/training, counselling, therapeutic,<br />
research, co-ordination and collaboration.<br />
1.2.1 Advocacy<br />
A nurse as a health care consumer advocate has the role of ensuring<br />
that clients and patients are aware of all the available health services in<br />
any given area of practice. They are informed adequately of the<br />
treatments and procedures involved in the nursing care when possible<br />
and encouraged to change or support existing health care practices.<br />
1.2.2 Disease Prevention/Health promotion<br />
A nurse is expected to practice within the overall framework of<br />
preventive health. The role of a nurse is to plan care that fosters every<br />
aspect of growth and development. Besides preventing physical disease<br />
and injury the nurse has a role to promote mental health.<br />
1.2.3 Health Education/Teaching<br />
Health teaching or health education may be a direct or indirect goal of a<br />
nurse. This is one area where nurses feel competent because it involves<br />
translating information rather than receiving messages.<br />
1.2.4 Counselling<br />
Attention of emotional needs requires support and sometimes<br />
counselling by the nurse.<br />
1.2.5 Therapeutic Role<br />
Nurses are intimately involved with meeting the physical and emotional<br />
needs of patients and clients. Although nurses are responsible for<br />
instituting prescriptions, they are also held singularly accountable for<br />
their own actions and judgment regardless of written orders.<br />
Scheme of Service for the Nursing Cadre Page 4
1.2.6 Coordination and Collaboration<br />
Every nurse works independently, collaborating and coordinating on<br />
needs and interventions so that the final care plan is one that truly<br />
meets the patient’s needs.<br />
1.2.7 Research<br />
Nurses are individuals who mostly observe patients and clients in health<br />
and illness. If nurses’ interventions are shared with other people<br />
through publications then better health policies can be developed on<br />
researched evidence<br />
2.0 AIM AND OBJECTIVES<br />
2.1 AIM<br />
The general aim of the scheme of service is to streamline the functions<br />
and requirements for the nursing profession in order to clearly delineate<br />
career development and progression for the nurses in the Public Service.<br />
2.2 Specific Objectives<br />
i) To provide for a clearly defined career progression necessary to<br />
attract and retain suitably qualified nursing personnel into the<br />
Public Service.<br />
ii) To provide for a well defined job descriptions and person<br />
specifications for all nursing jobs.<br />
iii) To promote and protect nursing as a profession.<br />
2.3 Guiding Principles<br />
The scheme of Service is based on the following principles:-<br />
i) Continuous skills development;<br />
ii) promotion of the nursing profession and career development; and<br />
iii) cost efficiency and effectiveness.<br />
Scheme of Service for the Nursing Cadre Page 5
2.4 Professional Growth and Advancement<br />
A nurse is expected to grow professionally either vertically or<br />
horizontally. This may be through:-<br />
i) Up grading to improve on the current qualifications.<br />
ii)<br />
iii)<br />
iv)<br />
Continuous Professional Development (CPD) which may take<br />
various forms ranging from refresher courses, workshops to short<br />
and long term courses leading to Bachelors, Masters and PhD<br />
degrees.<br />
Research and publication of relevant material in the various<br />
nursing specialties.<br />
Continuous ethical and moral training to foster the required and<br />
acceptable attitude towards clients, patients and colleagues in the<br />
entire nursing and medical professions.<br />
2.5 Career Progression<br />
A Nurse can advance to higher grades on the basis of the following<br />
conditions:-<br />
i) Confirmation in appointment.<br />
ii) Evidence of satisfactory performance.<br />
iii) Existence of a vacant post.<br />
iv) Attainment of necessary qualifications and relevant work<br />
experience.<br />
v) Personal interest in career growth and development<br />
vi) Where there are no professional outlets a nurse shall be awarded<br />
appropriate incremental credit in accordance with existing<br />
regulations<br />
Scheme of Service for the Nursing Cadre Page 6
2.6 Cost Efficiency and Effectiveness<br />
A nurse must display specific and observable knowledge, skills and<br />
behaviours that are associated with effective functioning of the nursing<br />
profession<br />
i) Behaviour competences describing the effective traits and<br />
attitudes<br />
ii)<br />
Technical competencies that reflect skills and knowledge for<br />
provision of cost effective interventions that truly meets the<br />
patient’s needs.<br />
3.0 ADMINISTRATION AND MANAGEMENT <strong>OF</strong> <strong>THE</strong> SCHEME<br />
(a) The responsibility for the proper and effective administration and<br />
management of these schemes of service shall rest with the<br />
Responsible Officers of the Ministries, Departments, Agencies<br />
(MDAs) and Local Governments (LGs).<br />
(b) They will also be responsible for submissions to the Health Service<br />
Commission and other Service Commissions for recruitment,<br />
promotion and discipline.<br />
(c)<br />
All the duties and responsibilities in the schemes of service shall be<br />
carried out in the respective MDAs and LGs. Some duties shall be<br />
assigned to Officers irrespective of their designations depending on<br />
the approved structure of the MDAs and LGs.<br />
(d) All benefits and salaries will be paid by the respective MDAs and<br />
LGs.<br />
3.1 Administration of the Nursing Scheme<br />
The Schemes of service will apply to nurses in the Ministries,<br />
Departments, Agencies, Local Governments and will be administered by<br />
the Ministry of Health. They will be reviewed from time to time in<br />
collaboration with the stakeholders.<br />
Scheme of Service for the Nursing Cadre Page 7
3.2 Staff Performance<br />
Upon deployment, a respective Responsible Officer shall have full<br />
responsibility for the management of the Nursing Officer(s). The<br />
Responsible Officer’s responsibility shall include:<br />
(a) Management of the Nursing officer’s day to day performance<br />
at work<br />
(b) Periodic performance appraisals<br />
(c) Pay, training and discipline; and<br />
(d) Custody of personal and confidential records of the Nursing<br />
officer<br />
3.3 General Management Guidelines<br />
The general management guidelines shall be as follows:<br />
(a) Implementation of the Nursing Scheme<br />
In implementation of the scheme, the positions shall be redesignated<br />
to reflect the new titles introduced under the scheme.<br />
(b) Recruitment and Promotion<br />
Whether filling of a post requires recruitment from the open market<br />
or internally, an MDA shall declare the vacant post to the MoPS<br />
which will in turn clear the vacancy based on availability of funding<br />
for the post and then declare such vacant post(s) to a relevant<br />
Service Commission.<br />
Serving Officers shall be eligible to progress to higher ranks on<br />
attaining of higher qualification and /or having served the<br />
required minimum number of years. The Officers shall further be<br />
subjected to Service Commission interviews.<br />
(c)<br />
Deployment<br />
i) Filling of posts in Ministries and Departments will normally be<br />
filled through deployment or posting.<br />
Scheme of Service for the Nursing Cadre Page 8
ii) In the case of Local Governments, the Responsible Officer will<br />
be responsible for the posting to various departments or<br />
sections as the case may be.<br />
(d)<br />
Training<br />
i. Training will be initiated and financed by the Ministries,<br />
Departments, Agencies (MDAs) and Local Governments where<br />
the Officers will be serving. The Ministries, Departments,<br />
Agencies and Local Governments will consult the Ministry of<br />
Public Service for professional and policy guidance.<br />
ii.<br />
iii.<br />
iv.<br />
Newly recruited Officers and those transferred within service<br />
shall be oriented and inducted into the service by the<br />
respective Ministries, Departments, Agencies and Local<br />
Governments.<br />
For professional training that is not available in the country,<br />
arrangements should be made for training abroad; consistent<br />
with the needs of the work of the individual within available<br />
resources.<br />
Completion of specific training will not necessarily lead to<br />
promotion. The successful completion of relevant<br />
management and professional training will normally be taken<br />
into account in the promotion process. Long term training in<br />
the relevant field attracts annual salary increment which<br />
should be in accordance to the prevailing Standing Orders.<br />
(e)<br />
Professional Growth and Advancement<br />
A nurse is expected to grow professionally either vertically or<br />
horizontally. This may be through:-<br />
i) Up grading to improve on the current qualifications.<br />
ii)<br />
Continuous Professional Development which may take<br />
various forms ranging from refresher courses, workshops to<br />
Scheme of Service for the Nursing Cadre Page 9
short and long term courses leading to Bachelors, Masters<br />
and PhD degrees.<br />
iii)<br />
iv)<br />
Research and publication of relevant material in the various<br />
nursing specialities.<br />
Continuous ethical and moral training to foster the required<br />
and acceptable attitude towards clients, patients and<br />
colleagues in the entire nursing and medical professions.<br />
4.0 EXISTING <strong>NURSING</strong> GRADING<br />
The table below represents the existing grading of the Nursing cadre:<br />
S/No Existing Job Title Salary<br />
Scale<br />
1. Commissioner Nursing U1<br />
2. Assistant Commissioner Nursing U1<br />
3. Senior Principal Public Health Nurse U2<br />
4. Senior Principal Nursing Officer U2<br />
5. Principal Nursing Officer U3<br />
6. Senior Public Health Nurse U4<br />
7. Senior Nursing Officer U4<br />
8. Nursing Officer U5<br />
9. Senior Enrolled Nurse U5<br />
10. Senior Enrolled Midwife U5<br />
11. Senior Enrolled Psychiatric Nurse U5<br />
12. Public Health Nurse U5<br />
13. Enrolled Nurse U7<br />
14. Enrolled Midwife U7<br />
15. Enrolled Psychiatric Nurse U7<br />
Scheme of Service for the Nursing Cadre Page 10
4.1 Proposed Educational Programs in Nursing and Midwifery<br />
(a) Certificate Level Education<br />
i) Certificate in Enrolled Nursing<br />
ii) Certificate in Enrolled Midwifery<br />
iii) Certificate in Psychiatric Nursing<br />
iv) Certificate in Enrolled Comprehensive Nursing<br />
(b)<br />
(c)<br />
Diploma Level Education<br />
i) Diploma in Nursing<br />
ii) Diploma in Midwifery<br />
iii) Diploma in Psychiatric Nursing<br />
iv) Diploma in Comprehensive Nursing<br />
Post -basic Diploma qualification<br />
i) Child Health (Paediatric) Nursing<br />
ii) Palliative Care Nursing<br />
iii) Public health<br />
iv) Reproductive health<br />
v) Cardio-Thoracic Nursing<br />
vi) Critical Care Nursing<br />
vii) Trauma and Emergency (Ambulatory) Nursing<br />
viii) Theatre Nursing<br />
ix) Orthopaedic Nursing<br />
x) Neurology Nursing<br />
xi) Oncology Nursing<br />
xii) Neonatal Nursing<br />
xiii) Nephrology Nursing<br />
xiv) Infection Control Nursing<br />
xv) Geriatric Nursing<br />
xvi) Transfusion Nursing<br />
(d)<br />
Degree level education<br />
i) Bachelor of Nursing Science<br />
Scheme of Service for the Nursing Cadre Page 11
ii) Bachelor of Midwifery Science<br />
(e)<br />
Post graduate Level Education<br />
Master of Nursing Science in a specialized field of nursing or<br />
midwifery:<br />
i) Adult Health Nursing<br />
ii) Child Health Nursing<br />
iii) Midwifery<br />
iv) Mental Health Nursing<br />
v) Public/Community Health Nursing<br />
vi) Palliative Care Nursing<br />
vii) Geriatric Nursing<br />
viii) Critical Care Nursing<br />
ix) Leadership and Management<br />
x) Other relevant qualifications in nursing<br />
(f)<br />
Current Masters Programs<br />
i) Masters in Midwifery<br />
ii) Masters in Nursing<br />
iii) Masters in Public Health<br />
4.2 Recognized Qualifications<br />
The following are the recognized qualifications for the purpose of this<br />
scheme:<br />
(a) Diploma in Midwifery<br />
(b) Diploma in Nursing<br />
(c) Nurse/Midwifery Tutors` course<br />
(d) Health Management & Administration course<br />
(e) Palliative care Nursing<br />
(f) Public health nursing<br />
(g) Diploma in Comprehensive Nursing<br />
(h) Bachelor of Science in nursing<br />
(i) Masters of Nursing Science<br />
Scheme of Service for the Nursing Cadre Page 12
Admission into Certificate training in all disciplines of nursing<br />
will be phased out by 2015. It is hoped that by 2020 P/S will<br />
stop recruiting Nurse/Midwifes trained at a certificate level.<br />
4.3 Career Progression for Nurses and Midwives in Uganda<br />
Certificate Nurses<br />
Diploma<br />
Nurses<br />
Degree Nurses<br />
Awards<br />
MASTERS IN<br />
<strong>NURSING</strong> OR MIDWIFERY<br />
MASTERS<br />
BACHELOR <strong>OF</strong> <strong>NURSING</strong><br />
SCIENCE<br />
DEGREE<br />
DIPLOMA IN<br />
<strong>NURSING</strong> AND<br />
MIDWIFERY<br />
DIPLOMA<br />
ENROLLED<br />
<strong>NURSING</strong> AND<br />
MIDWIFERY<br />
CERTIFICATE<br />
SENIOR FOUR<br />
SENIOR SIX<br />
SENIOR SIXIX<br />
MINIMUM ENTRY<br />
LEVEL<br />
Scheme of Service for the Nursing Cadre Page 13
4.4 Proposed Scheme of Service for the Nursing Cadre in Uganda<br />
S/N<br />
TITLE/<br />
DESIGNATION<br />
1 Commissioner Health<br />
Services<br />
(Nursing)<br />
SALARY<br />
SCALE<br />
U1SE<br />
DEPLOYMENT<br />
MOH-Nursing Department<br />
2 Assistant<br />
Commissioner Health<br />
Services (Nursing)<br />
U1-E<br />
MOH-Nursing Department<br />
in HRD, HRM, Clinical Services,<br />
Maternal Child Health, Policy &<br />
Planning, Quality Assurance<br />
and Research<br />
3 Principal Nursing<br />
Officer<br />
U2-Sc<br />
National and Regional Referral<br />
Hospitals and areas of<br />
specializations:<br />
Medical Nursing<br />
Surgical Nursing<br />
Child Health Nursing<br />
Midwifery<br />
Mental Health Nursing<br />
Public Health Nursing<br />
4 Assistant District<br />
Health Officer<br />
(MCH/Nursing)<br />
5 Senior Nursing<br />
Officer<br />
U2-Sc<br />
U3-Sc<br />
Office of the DHO<br />
Hospital Wards in National,<br />
Regional and District Hospitals<br />
6 Senior Public Health<br />
Nurse<br />
U3<br />
Regional Referral Hospitals,<br />
Regional and District Hospitals,<br />
District Hospitals, HC IV<br />
Scheme of Service for the Nursing Cadre Page 14
7 Nursing Officer U4-Sc Hospital Wards in National,<br />
Regional, District Hospitals, HC<br />
IV and III<br />
8 Senior Assistant<br />
Nursing Officer<br />
U4-SC<br />
Hospital Wards in National,<br />
Regional, District Hospitals, HC<br />
IV, III and II<br />
9 Assistant Nursing<br />
Officer<br />
U5-Sc<br />
Hospital Wards in National,<br />
Regional, District Hospitals, HC<br />
IV, III and II<br />
10 Enrolled<br />
Nurse/Midwife<br />
U7-Sc<br />
11 Nursing Assistant U8 Phased out<br />
District Hospitals, HC IV, III<br />
and II<br />
4.5 Explanations and Recommendations<br />
(i)<br />
(ii)<br />
All Nurses and Midwives should be registered by the Uganda<br />
Nurses and Midwives Council before practicing Nursing in<br />
Uganda.<br />
The current SPNOs should be redesignated to PNOs in the new<br />
structure.<br />
(iii) The current Principal Nursing Officers should be redesignated to<br />
Senior Nursing Officers.<br />
(iv) The current Senior Nursing Officers should be redesignated as<br />
Nursing Officers<br />
(v) The title of the Nursing Officer is proposed for the graduate nurses<br />
(vi) Nurses and Midwives with other added post basic training are<br />
eligible to promotion subject to availability of vacancies<br />
(vii) Nurses and Midwives with diploma currently in the service should<br />
be interviewed by the relevant Service Commission and<br />
redesignated as Assistant Nursing Officers<br />
Scheme of Service for the Nursing Cadre Page 15
(viii) Enrolled Comprehensive Nurses should be employed at the Health<br />
Centres as Enrolled Nurses.<br />
(ix) Registered Comprehensive Nurses should enter into service at the<br />
level of Assistant Nursing Officers and should be deployed to work<br />
as a General Nurse<br />
(x) Comprehensive nurses should undertake formal area of<br />
specialization at a vertical and horizontal level.<br />
(xi) The post of Nursing Assistants has been phased the incumbent<br />
holders shall be considered for appointment to a higher grade or<br />
redeployment else in service in a position at the same level for<br />
which she is qualified. In case the above is not possible, he/she<br />
will be given a grace period of 3 years within which he/she will be<br />
considered for retention, failure of which he/she will be considered<br />
for retirement in accordance with the public service regulations.<br />
5.0 JOB DESCRIPTIONS AND PERSON SPECIFICATIONS<br />
5.1 Commissioner Nursing<br />
Job Title:<br />
Commissioner Health Services (Nursing)<br />
Salary Scale:<br />
U1SE<br />
Heads Dept:<br />
Reports to :<br />
Director Health Services<br />
Directly Supervises: Assistant Commissioner Health Services<br />
(Nursing)<br />
Interacts with: Permanent Secretaries MoH and MoES,<br />
Director community and clinical services,<br />
Professional councils, Commissioners(MOES),<br />
Director planning, Directors of Medical<br />
bureaus, Assistant Commissioners,<br />
Development partners.<br />
Purpose of the Job:<br />
Scheme of Service for the Nursing Cadre Page 16
To initiate, guide, coordinate and monitor the formulation and<br />
implementation of policies, plans and guidelines relating to the nursing<br />
profession.<br />
Key Duties and Responsibilities<br />
(a) To initiate, guide, coordinate and monitor the formulation and<br />
implementation of policies, plans and guidelines relating to the<br />
nursing profession.<br />
(b) To guide and monitor the in-service training and professional<br />
development of nurses.<br />
(c) To guide and monitor the deployment and utilization of nurses in<br />
the Public Service.<br />
(d) To Institute and maintain professional mechanism for<br />
coordinating with other stakeholders on the development and<br />
management of the nurses.<br />
(e) Ensuring appropriate recruitment and adequate deployment of<br />
Nursing Staff in all Government Units.<br />
Key result areas<br />
(a) Policies have had a considerable effect/impact on improving<br />
professionalism, working conditions, and service delivery.<br />
(b) Strategies have been effective in achieving objectives<br />
(c) Access to information, new skills, shared knowledge that has led<br />
to improvements in the nursing profession as a result of<br />
networking with national and international bodies<br />
(d) Nurses have been deployed in a timely manner and to the right<br />
places and this deployment has led to improvement in service<br />
delivery<br />
(e) A professional mechanism has been instituted and its results<br />
include professional nurses who are offering a quality service,<br />
cooperation with stakeholders that enhances effective lobbying for<br />
improvements in nursing<br />
(f) Adequately competent nurses have been recruited, deployed to the<br />
right stations, and this action has led to improvements in service<br />
delivery<br />
Scheme of Service for the Nursing Cadre Page 17
Person Specifications<br />
A. Qualifications<br />
(i) A Bachelor’s of Science degree in Nursing from a recognized<br />
University/Institution.<br />
(ii) Postgraduate training at masters level in a health related<br />
discipline<br />
(iii) Should have a Post Graduate Diploma in Public Administration or<br />
Health Services Management or management<br />
(iv) Must be registered with the Uganda Nurses and Midwives<br />
Council.<br />
(v) Must have a minimum of twelve (12) years work experience, 3<br />
years of which must be Assistant Commissioner Nursing or<br />
equivalent level of experience obtained from a reputable<br />
organisation.<br />
B. Required Competences<br />
(a) Required Competences<br />
(i) Behavioural Competences<br />
Problem solving and decision making<br />
Takes care of macro and long term consequences of<br />
decisions<br />
Accountability<br />
Upholds the principles of value for money<br />
Takes initiative and puts in place control measures to<br />
combat and eradicate<br />
misuse of public resources<br />
Is able to enforce accountability for organizational<br />
performance<br />
Effective Communication<br />
Communicates information which sets new corporate<br />
and political direction and has a large public impact<br />
Scheme of Service for the Nursing Cadre Page 18
Understands that communication (achieving<br />
understanding of one’s point) is the responsibility of<br />
the speaker<br />
Creates or develops complex documents by analysing a<br />
variety of ideas, views and issues into a fluid and<br />
cohesive fashion and articles of thought, processes<br />
and information in a profound and persuasive way to<br />
provoke audience to thought or action.<br />
Ensures written material is factual and based on<br />
authoritative research<br />
Uses appropriate examples, anecdotes, illustrations<br />
and humour to convey ideas.<br />
Innovativeness<br />
Actively contributes to and encourages others to build<br />
an environment for innovation.<br />
Drives out fears by fostering an environment where<br />
other people’s new ideas can be heard and supported.<br />
Takes action to implement and follow up on innovative<br />
ideas.<br />
Networking<br />
Uses the network to identify opportunities, gather<br />
information and seek input to problems with a view to<br />
sustaining Public Service excellence.<br />
Takes action that in the long run will build<br />
relationships and support current and future<br />
endeavours.<br />
(ii) Technical Competencies<br />
Financial Management<br />
Is able to defend organizational/departmental budget<br />
estimates<br />
Is able to identify clear expenditure priorities and<br />
funding.<br />
Scheme of Service for the Nursing Cadre Page 19
Is able to monitor and evaluate budget performance<br />
and cause remedial action.<br />
Human Resource Management<br />
Has the knowledge required to provide guidance to the<br />
organization and stakeholders about HR policy matters<br />
Change Management<br />
Understands the various Public Service Reforms and<br />
other Government reforms.<br />
Is able to establish the link between the organization<br />
and the government’s agenda<br />
Is able to discern the impact of the entity on<br />
stakeholders.<br />
Planning, Organizing and Coordinating<br />
Demonstrates an in depth understanding of linkages<br />
and relationships between organizations, and takes<br />
timely actions in facilitating groups and departments<br />
working together<br />
5.2 Assistant Commissioner Nursing<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Assistant Commissioner Health Services<br />
(Nursing)<br />
U1E<br />
Commissioner Health Services/ Deputy<br />
Executive Director (NRH)/Medical Directors<br />
(RRH)<br />
Principal Nursing Officer<br />
Commissioner Health Services (Nursing), All<br />
CHS & ACHS, Hospital Directors, Executive<br />
Directors, DHOs, ADHOs, Professional<br />
Organization, Principal Nursing Officers<br />
Purpose of the Job<br />
Scheme of Service for the Nursing Cadre Page 20
To provide professional guidance and support supervision for effective<br />
delivery of nursing services.<br />
Key Duties and Responsibilities<br />
(a) To assist the commissioner nursing services to plan, organize and<br />
coordinate programs of the nursing department.<br />
(b) To supervise, monitor, and evaluate nursing services in the hospital<br />
(c) To coach and mentor nursing professionals<br />
(d) To enforce ethical professional conduct in the provision of nursing<br />
services<br />
(e) To provide technical guidance and support supervision to Nurses in<br />
the Health facilities.<br />
(f) To plan and coordinate the implementation of quality assurances<br />
programmes.<br />
(g) To participate in teaching and mentoring of students<br />
(h) To identify training needs and plans for training and staff<br />
development.<br />
(i) To initiates and participate in nursing research activities for<br />
evidence- based practice.<br />
(j) Carries out performance appraisal of staff<br />
Key Result Areas<br />
(a) Quality of care is good and patient satisfactory ratings have<br />
improved<br />
(b) Programs of nursing department have been fully implemented and<br />
those programs have realised their intentions.<br />
(c) Nurses do a professional job and are aware of the consequences of<br />
not being professional<br />
(d) Nurses have acquired hands on skills and experience, and it is<br />
evident that patients are receiving quality nursing services<br />
(e) Zero tolerance for unethical conduct has been set; nurses<br />
adequately appreciate and realise that unethical conduct leads to<br />
adverse consequences<br />
(f) Error margins in nursing work have reduced to acceptable levels<br />
because of technical guidance and support supervision<br />
Scheme of Service for the Nursing Cadre Page 21
(g) Role modelling – evidence that Assistant Commissioner Health<br />
Services exhibits professionalism and competence – walks the talk<br />
(h) Skill gaps have been filled through apprenticeship programs and<br />
nurses’ are confident and competent to do a professional job<br />
(i) Research has contributed to the body of knowledge, and research<br />
has led to innovations that are beneficial to the profession<br />
(j) Nurses do the work that is expected of them in a professional<br />
manner; and this result is a consequence of the commissioner’s<br />
professionalism in managing performance through continuous<br />
supervision, and periodic appraisals<br />
Person Specifications<br />
A. Qualifications<br />
(i)<br />
(ii)<br />
(iii)<br />
(iv)<br />
(v)<br />
A bachelor of Science in Nursing degree from a recognized<br />
university or institution<br />
Postgraduate training at masters level in a health related<br />
discipline is essential<br />
Should have a post graduate Diploma in Health Services<br />
Management or Management<br />
Must be registered with the Uganda Nurses and Midwives<br />
Council.<br />
A minimum of Nine years work experience, three (3) years of<br />
which at the level of Principal Nursing Officer or equivalent level<br />
of experience from reputable organisation.<br />
B. Required Competencies<br />
(i) Behavioural Competencies<br />
Assertiveness and self-confidence<br />
Analyses divergent views objectively<br />
Articulates his/her view as the most logical conclusion.<br />
Deals positively and firmly with situations that are stressful or<br />
challenging<br />
Scheme of Service for the Nursing Cadre Page 22
Concern for quality and standards<br />
Recommends and implements changes to procedures in order<br />
to achieve performance targets and meet expectations.<br />
Uses initiative to define quality criteria/standards for the<br />
performance of own, or others work where none exists or where<br />
there is a variety of inconsistent standards.<br />
Ethics and integrity<br />
Demonstrates ability to monitor and take corrective action to<br />
ensure adherence to organizational values, norms and<br />
principles.<br />
Openly and clearly expresses dissatisfaction when<br />
organizational values are being compromised, even at risk of<br />
losing personal or career benefits.<br />
Is committed and champions the Leadership code.<br />
(ii) Technical Competencies<br />
Coaching and mentoring<br />
Arranges increasingly complex leaning opportunities or<br />
experiences for the purpose of fostering the learning in order to<br />
make the individual independent.<br />
Seeks to develop expertise, skills or knowledge in the individual<br />
being coached to the point that the coach is no longer needed<br />
as a resource.<br />
Delegation<br />
Is able to identify what to delegate and what must not be<br />
delegated<br />
Willingness to give away some of his/her responsibilities<br />
without abdicating<br />
Is able to give adequate time to staff to manage the assignment<br />
Articulates the purpose and tasks clearly<br />
Provides all the necessary documentation on the subject matter<br />
Sets realistic targets<br />
Periodically follows up on agreed targets<br />
Provides guidance and coaching whenever necessary<br />
Scheme of Service for the Nursing Cadre Page 23
Praises the employees for work well done<br />
Able to identify existing knowledge and skills of staff and<br />
identify gaps<br />
Human Resource Management<br />
Has the knowledge required to provide guidance to the<br />
organization and stakeholders about HR policy matters<br />
Planning, organizing and coordinating<br />
Plans allocation of staff, funds, tools and facilities.<br />
Develops and implements work plans for complex projects.<br />
Demonstrates a strong understanding of the relationships<br />
among various components of programs and organizes them to<br />
use resources most effectively<br />
Builds capacity through coaching, counselling, rewards,<br />
reinforcement of positive behaviour and effective design of<br />
planning systems.<br />
Procurement, disposal and contract management<br />
Understands the principles of public procurement and disposal<br />
Knows the various methods of public procurement and<br />
disposal<br />
Is aware of the procurement and disposal processes<br />
Monitors adherence to Terms of Reference.<br />
Able to identify necessary amendment(s) to the contract in time<br />
5.3 Assistant District Health Officer (MCH/N)<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Assistant District Health Officer (Maternal<br />
Child Health/Nursing)<br />
U2<br />
District Health Officer<br />
Senior Public Health Visitor, Senior Nursing<br />
Officer HCIV), Cold Chain Technician.<br />
Local and international NGOs, CAOs, RDCs,<br />
LCs<br />
Scheme of Service for the Nursing Cadre Page 24
Purpose of the Job<br />
To coordinate all Maternal and Child health services in liaison with<br />
heads of clinical areas<br />
Key Duties and Responsibilities<br />
(a) To plan, manage, monitor and evaluate Maternal Child Health<br />
services delivery in the District.<br />
(b) To monitor the implementation of Maternal Child Health Policy,<br />
Plans and Programmes.<br />
(c) To coordinate MCH and Nursing Services in the District.<br />
(d) To supervise of the Health Management System in the District.<br />
(e) To promote operational research in MCH.<br />
(f) To appraise staff in the district.<br />
(g) To Prepare and submit reports on MCH and Nursing activities.<br />
(h) To promote quality assurance in MCH and Nursing Services<br />
Key result areas<br />
(a) Child survival rates and health of mothers have reasonably<br />
improved.<br />
(b) Mothers have adequate access to Maternal Child Health Services.<br />
(c) Obstacles to accessing Maternal Child Health Services have<br />
reduced and more mothers have access to maternal child health<br />
services.<br />
(d) Accurate and timely decisions have been made on basis of accurate<br />
health data collected in a disciplined manner with the use of the<br />
health management system.<br />
(e) Objectives pursued with the use of Policy, plans and programmes<br />
have been achieved.<br />
(f) Research has contributed to the body of knowledge, and research<br />
has led to innovations that are beneficial to the profession.<br />
(g) Clients, patients, mothers’ satisfactory rating for MCH, and nursing<br />
services are high as a result of effective quality assurance<br />
programmes.<br />
Scheme of Service for the Nursing Cadre Page 25
(h) Nurses/midwives do the work that is expected of them in a<br />
professional manner; and this result is a consequence of the<br />
Assistant District Health Officer’s professionalism in managing<br />
performance through continuous supervision, and periodic<br />
appraisals.<br />
(i) Quality reports have influenced decisions on MCH and nursing<br />
services.<br />
Person Specifications<br />
A. Qualifications<br />
(i) A Bachelor’s degree in Nursing from a recognized institution<br />
(ii) Postgraduate diploma in Public Health, Health Services<br />
Management or related Management qualifications from a<br />
recognized Institution.<br />
(iii) Must be registered with Uganda Nursing and Midwives Council<br />
as nurse and midwife.<br />
(iv) Masters Degree in nursing, Public Health or Public<br />
Administration and Management is an added advantage.<br />
(v) Should have working experience of at least six(6) years 3 of<br />
which should have been at either Senior Nursing officer or in<br />
management position from a reputable clinical Practice.<br />
B. Required Competencies<br />
(i) Behavioural Competencies<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
Ethics and integrity<br />
Does not require external monitoring to observe ethical<br />
standards but rather monitors own actions for consistency with<br />
accepted values and standards.<br />
Openly advocates for observance of ethical values and principles<br />
to others.<br />
Scheme of Service for the Nursing Cadre Page 26
Self control and stress management<br />
Holds back extreme emotions such as anger, extreme frustration<br />
and happiness<br />
Quickly goes over effects of stress<br />
Concern for quality and standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records.<br />
Takes action to improve performance and to ensure success.<br />
Monitors progress against key criteria.<br />
(ii) Technical Competencies<br />
Human resource management<br />
Has analytical skills needed to make sound HR decisions<br />
Is able to interview for suitability for recruitment and promotion<br />
Is able to assess staff performance<br />
Can coach and mentor staff<br />
Is able to delegate and supervise staff<br />
Planning organizing and coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Coaching and mentoring<br />
Provides routine exchange of knowledge with others to help them<br />
carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration<br />
Asks the individual being coached questions about their<br />
effectiveness<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Scheme of Service for the Nursing Cadre Page 27
Provides information and directs the individual to other sources<br />
of information in order to allow them navigate.<br />
Procurement disposal and contract management<br />
Understands the institutional framework for managing<br />
procurement and disposal in Public Service organizations.<br />
Is aware of the roles of the various actors in the process of<br />
procurement and disposal of public assets.<br />
Scheme of Service for the Nursing Cadre Page 28
5.4 Principal Nursing Officer<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Principal Nursing Officer<br />
U2<br />
Assistant Commissioner Nursing/ Medical<br />
Director/ Medical Superintendent<br />
Senior Nursing Officer<br />
Assistant Commissioner, Principal Nursing<br />
Officer, Hospital Director and Executive<br />
Director, DHO, ADHO, Professional Bodies,<br />
Heads of Departments<br />
Purpose of the Job<br />
To coordinate all nursing services in liaison with heads of clinical areas<br />
Key Duties and Responsibilities<br />
(a) To provide professional guidance and support supervision<br />
(b) To plan, organize , and coordinate nursing services in the hospital<br />
(c) To plan and implement quality assurance programmes/ activities<br />
(d) To enforce ethical professional conduct in the provision of nursing<br />
services<br />
(e) To conduct performance appraisal<br />
(f) To conduct and utilize evidence-based research to improve nursing<br />
practice<br />
(g) To participate in teaching and mentoring nursing students<br />
Key Result Areas<br />
(a) Nurses’ error rates have been minimized to acceptable levels, and<br />
patient satisfaction levels are high.<br />
(b) Nurses are competent and skilled and they do a professional job.<br />
(c) Quality of care is appreciably high and patient admission time has<br />
reduced.<br />
(d) Patient cure rates have improved to appreciable levels.<br />
(e) Research has contributed to the body of knowledge, and led to<br />
innovations that are beneficial to the profession.<br />
Scheme of Service for the Nursing Cadre Page 29
(f) Zero tolerance for unethical conduct has been set; nurses<br />
adequately appreciate and realise that unethical conduct leads to<br />
adverse consequences.<br />
(g) Nurses/midwives do the work that is expected of them in a<br />
professional manner; and this result is a consequence of the<br />
Principal nursing officer’s professionalism in managing performance<br />
through continuous supervision, and periodic appraisals.<br />
(h) High pass rates for nursing students and highly competent nursing<br />
graduates.<br />
Person Specifications<br />
A. Qualifications<br />
(i) A Bachelor of Science in Nursing degree from a recognized<br />
University or Institution.<br />
(ii) Post-graduate diploma in specialized field of nursing or a<br />
postgraduate diploma in health services or management<br />
(iii) Must be registered with the Uganda Nurses and Midwives<br />
council<br />
(iv) Minimum of six (6) years work experience, three (3) of which<br />
should be at senior nursing officer level<br />
B. Required Competencies<br />
(i)<br />
Required Competencies<br />
Behavioural Competencies<br />
Ethics and Integrity<br />
Does not require external monitoring to observe ethical standards<br />
but rather monitors own actions for consistency with accepted<br />
values and standards<br />
Openly advocates for observance of ethical values and principles to<br />
others.<br />
Self control and stress management<br />
Scheme of Service for the Nursing Cadre Page 30
Holds back extreme emotions such as anger, extreme<br />
frustration and happiness<br />
Quickly goes over effects of stress<br />
Concern for quality and standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records<br />
Takes action to improve performance and to ensure success.<br />
Monitors progress against key criteria<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
(ii) Technical Competencies<br />
Human resource management<br />
Has analytical skills needed to make sound HR decisions<br />
Is able to interview for suitability for recruitment and promotion<br />
Is able to assess staff performance<br />
Can coach and mentor staff<br />
Is able to delegate and supervise staff<br />
Coaching and mentoring<br />
Provides routine exchange of knowledge with others to help<br />
them carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration<br />
Asks the individual being coached questions about their<br />
effectiveness<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other sources<br />
of information in order to allow them navigate.<br />
Scheme of Service for the Nursing Cadre Page 31
Planning, organising and coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Procurement disposal and contract management<br />
Understands the institutional framework for managing<br />
procurement and disposal in Public Service organizations<br />
Is aware of the roles of the various actors in the process of<br />
procurement and disposal of public assets<br />
5.5 Principal Public Health Nurse<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Principal Public Health Nurse<br />
U2<br />
Assistant Commissioner Nursing<br />
Senior Public Health Nurse<br />
Assistant Commissioner Nursing, Principle<br />
nursing officer, Hospital Director and<br />
Executive Director, DHO, ADHO, Professional<br />
bodies, Heads of department.<br />
Job Purpose:<br />
To support the implementation of primary health care activities .<br />
Key Duties and Responsibilities<br />
(a) To plan, organize and coordinate primary health care activities<br />
(b) Managing and accounting for recourses allocated<br />
(c) Identifying priority PHC activities for implementation<br />
(d) Providing, promoting and support health education programmes<br />
in collaboration with health education unit and other teams in<br />
the district<br />
(e) Participate in disease surveillance programmes<br />
(f) Initiated and participate in community based research activities<br />
Scheme of Service for the Nursing Cadre Page 32
Key Result Areas<br />
(a) All persons in communities, irrespective of their economic levels,<br />
can access reasonable and adequate health care services.<br />
(b) No irregularities in the use of allocated resources.<br />
(c) Disease prevalence has drastically reduced as a result of<br />
addressing priority PHC activities, supporting health education<br />
programmes, and participating in disease surveillance<br />
programmes<br />
(d) High levels of health care literacy and improved health of persons<br />
at community level resulting from implementation of health<br />
education programmes<br />
(e) Research has contributed to the body of knowledge, and led to<br />
innovations that are beneficial to the profession<br />
Person Specifications<br />
A. Qualifications<br />
(i) A Bachelor of Science in Nursing Degree from a recognized<br />
University or Institution.<br />
(ii) A post graduate diploma in Public Health Nursing from a<br />
recognized institution<br />
(iii) Must be registered with the Uganda Nurses and Midwives<br />
Council<br />
(iv) A minimum of six years work experience, three (3) of which<br />
should be at the level of Senior Public Health Nurse<br />
B. Required Competencies<br />
(i) Behavioural Competencies<br />
Concern for Quality and Standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records.<br />
Takes action to improve performance and to ensure success.<br />
Scheme of Service for the Nursing Cadre Page 33
Monitors progress against key criteria.<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
Ethics and integrity<br />
Does not require external monitoring to observe ethical standards<br />
but rather monitors own actions for consistency with accepted<br />
values and standards.<br />
Openly advocates for observance of ethical values and principles to<br />
others.<br />
Networking<br />
Has strong interpersonal skills.<br />
Takes full advantage of membership of occupational or<br />
professional groups/associations, cross-organisational committees<br />
and communities of practice.<br />
Easily gets involved in discussion of areas of mutual interest.<br />
Effective Communication<br />
Seeks the thoughts of others in an effort to better understand<br />
them.<br />
Responds by giving clear, concise and accurate information.<br />
Volunteers additional information that may not have been<br />
requested in order to provide the listener with relevant information<br />
related to the issue.<br />
Formats the material based on the purpose of communicating, the<br />
competences of the target audience and in a way that facilitates<br />
the understanding of the message.<br />
Formats writing to increase readability e.g. by providing content<br />
headings.<br />
Accountability<br />
Is knowledgeable about Government of Uganda Accounting<br />
procedures, rules and regulations.<br />
Is able to set realistic performance and service delivery standards.<br />
Scheme of Service for the Nursing Cadre Page 34
Technical Competencies<br />
Planning, Organizing and Coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Procurement Disposal and Contract Management<br />
Understands the institutional framework for managing<br />
procurement and disposal in Public Service organizations.<br />
Is aware of the roles of the various actors in the process of<br />
procurement and disposal of public assets.<br />
Project Management<br />
Monitors the activities of the project<br />
Able to design an effective monitoring and evaluation strategy for<br />
the project<br />
Ensures that each team member’s skills are being used in the<br />
optimum way<br />
5.6 Senior Nursing Officer<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Senior Nursing Officer<br />
U3<br />
Principal Nursing Officer / Principal Public<br />
Health Nurse/ Medical Officers<br />
Nursing Officers<br />
Principal Nursing Officer, Hospital Director<br />
and Executive Director, DHO, ADHO, Medical<br />
Officers, Professional bodies, Heads of<br />
department.<br />
Scheme of Service for the Nursing Cadre Page 35
Purpose of the Job<br />
To ensure provision of physical, psychological, social and spiritual<br />
(holistic) nursing care and proper management of nursing services in the<br />
health facility<br />
Key Duties and Responsibilities<br />
(a) To plan, direct, coordinate, monitor, and evaluate nursing<br />
activities<br />
(b) To prepare and submit nursing reports<br />
(c) To ensure 24 hour nursing coverage in the health facility<br />
(d) To carry out human resource management activities like<br />
identifying manpower needs, training, promotional , leave and<br />
deployment<br />
(e) To impart knowledge and skills to students and colleagues<br />
(f) To participate in research activities for evidence based practice<br />
(g) To develop and implement nursing protocols<br />
(h) To carry out performance appraisal<br />
Key Result Areas<br />
(a) Quality of nursing care has improved to satisfactory levels as a<br />
result of all nursing activities being funded and implemented in a<br />
timely manner<br />
(b) Patient satisfaction levels have greatly improved as a result of<br />
nurses following clearly written nursing protocols that define a<br />
care plan for nurses for each particular condition or disease<br />
(c) Decisions have been taken on basis of quality nursing reports<br />
(d) Patients cure rates have improved as a result of availability of<br />
quality nursing services all the time<br />
(e) Nurses’ stress levels are managed, and it is evident staff are given<br />
adequate time off work.<br />
(f) Nurses are competent and skilled and they do a professional job<br />
(g) Research has contributed to the body of knowledge, and research<br />
has led to innovations that are beneficial to the profession<br />
(h) High pass rates for nursing students and generation of highly<br />
competent nursing graduates<br />
Scheme of Service for the Nursing Cadre Page 36
(i)<br />
(j)<br />
Nurses/midwives do the work that is expected of them in a<br />
professional manner; and this result is a consequence of the<br />
Principal nursing officer’s professionalism in managing<br />
performance through continuous supervision, and periodic<br />
appraisals<br />
Nurses’ error rates have been minimized to acceptable levels, and<br />
patient satisfaction levels are high<br />
Person Specifications<br />
A. Qualifications<br />
(i) A Bachelor of Science degree in Nursing from a recognized<br />
University or Institution.<br />
(ii) A diploma in specialized field is essential<br />
(iii) Three (3) years of relevant working experience<br />
(iv) Must be registered with the Uganda Nurses and Midwives council<br />
(a)<br />
Required Competencies<br />
(i)<br />
Behavioural Competencies<br />
Concern for Quality and Standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records<br />
Takes action to improve performance and to ensure success.<br />
Monitors progress against key criteria<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
Ethics and Integrity<br />
Does not require external monitoring to observe ethical<br />
standards but rather monitors own actions for consistency with<br />
accepted values and standards<br />
Scheme of Service for the Nursing Cadre Page 37
Openly advocates for observance of ethical values and<br />
principles to others.<br />
Networking<br />
Has strong interpersonal skills<br />
Takes full advantage of membership of occupational or<br />
professional groups/associations, cross-organisational<br />
committees and communities of practice<br />
Easily gets involved in discussion of areas of mutual interest<br />
Effective Communication<br />
Seeks the thoughts of others in an effort to better understand<br />
them.<br />
Responds by giving clear, concise and accurate information.<br />
Volunteer’s additional information that may not have been<br />
requested in order to provide the listener with relevant<br />
information related to the issue.<br />
Formats the material based on the purpose of communicating,<br />
the competences of the target audience and in a way that<br />
facilitates the understanding of the message<br />
Formats writing to increase readability e.g. by providing content<br />
headings<br />
Accountability<br />
Is knowledgeable about Government of Uganda Accounting<br />
procedures, rules and regulations.<br />
Is able to set realistic performance and service delivery<br />
standards.<br />
Public relations and customer care<br />
Clarifies roles and duties to avoid being misunderstood.<br />
Takes personal responsibility for correcting customer service<br />
problems and does so promptly.<br />
Sees oneself as a representative of the organization and acts in<br />
a way that markets/promotes the organization.<br />
(ii) Technical Competencies<br />
Scheme of Service for the Nursing Cadre Page 38
Planning, Organizing and Coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Managing Employee Performance<br />
In partnership with the employee, is able to plan activities and<br />
outlines expectations.<br />
Provides ongoing coaching and feedback appropriately and<br />
conducts formal review.<br />
Responds promptly to potential problems.<br />
Understands the organisations’ goals and objectives.<br />
Identifies competencies required of each job function for the<br />
achievement of those goals and is able to communicate that<br />
understanding to others.<br />
Using competency assessment tools, assists individuals to<br />
assess their skills, knowledge and abilities. Helps individuals<br />
identify development areas and establish a development or<br />
learning plan for implementation within a defined time frame,<br />
e.g. one year.<br />
Uses available resources to manage employees that perform<br />
below standard.<br />
Helps an individual clearly establish objectives for their job<br />
function. Clarifies their job responsibilities and measures of<br />
success. Helps them establish methods for self-assessment and<br />
performance improvement.<br />
Coaching and Mentoring<br />
Provides routine exchange of knowledge with others to help<br />
them carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration.<br />
Asks the individual being coached questions about their<br />
effectiveness.<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Scheme of Service for the Nursing Cadre Page 39
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other sources<br />
of information in order to allow them navigate.<br />
Information Communication Technology (ICT)<br />
Is able to trouble shoot to alleviate technology related problems.<br />
Is aware of and able to identify technologies needed to facilitate<br />
organizational.<br />
Is able to use audio visual aids.<br />
5.7 Senior Public Health Nurse<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Senior Public Health Nurse<br />
U3<br />
Principal Public Health Nurse<br />
Public Health Nurse<br />
Principal nursing officer, Principal Public<br />
Health Nurse, Hospital Director and<br />
Executive Director, District Health Officer,<br />
Assistant District Health Officer, Professional<br />
bodies, Heads of department<br />
Purpose of the Job<br />
Manage health interventions in the community for the prevention of<br />
illness and promotion of health<br />
Key Duties and Responsibilities<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
To plan and budget for PHC activities at the health facility<br />
To carry out human resources management function<br />
To carry out needs assessment for community health services.<br />
To coordinate, give technical guidance and support supervision<br />
with regards to community health activities in hospitals/health<br />
facilities.<br />
Scheme of Service for the Nursing Cadre Page 40
(e)<br />
(f)<br />
(g)<br />
(h)<br />
(i)<br />
To ensure ethical practice in the provision of community health<br />
care<br />
To participate in community health based research<br />
To net work with other organizations working in the community to<br />
promote community health.<br />
To write supervision reports and circulate to the relevant<br />
authorities<br />
To ensure that the health management information is properly<br />
documented , analyzed and properly utilized<br />
Key Results Areas:<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
(e)<br />
(f)<br />
(g)<br />
Health care services can be reasonably provided to all persons at<br />
community level after implementation of adequate plans and<br />
adequately/comprehensively budgeted PHC activities<br />
Nursing personnel have contributed to patient satisfaction as a<br />
result of managing them in a professional manner<br />
Research has contributed to the body of knowledge, and led to<br />
innovations that are beneficial to the profession<br />
Effective and timely decisions have been made basing on<br />
supervision report, and on properly maintained health<br />
management information<br />
Disease management and access to health care services has<br />
reasonably improved as a result other organisations providing<br />
resources for the purpose of promoting community health<br />
Zero tolerance for unethical conduct has been set; nurses<br />
adequately appreciate and realise that unethical conduct leads to<br />
adverse consequences<br />
Community satisfaction levels have reasonably improved as a<br />
result of adequate availability of community health services<br />
Person Specifications<br />
A. Qualifications<br />
(i)<br />
(ii)<br />
Bachelors Degree in Nursing or Diploma in Nursing / midwifery<br />
A Diploma in Public or Community Health from a recognized<br />
institution<br />
Scheme of Service for the Nursing Cadre Page 41
(iii) Must be registered with the Uganda Nurses and Midwives<br />
Council<br />
(iv) A minimum of three years work experience at the level of a Public<br />
Health Nurse or equivalent level<br />
(a)<br />
Required Competencies<br />
(i) Behavioural Competencies<br />
Public relations and customer care<br />
Clarifies roles and duties to avoid being misunderstood.<br />
Takes personal responsibility for correcting customer service<br />
problems and does so promptly.<br />
Sees oneself as a representative of the organization and acts in<br />
a way that markets/promotes the organization.<br />
Accountability<br />
Is knowledgeable about Government of Uganda Accounting<br />
procedures, rules and regulations.<br />
Is able to set realistic performance and service delivery<br />
standards<br />
(ii) Technical Competencies<br />
Planning, organizing and coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Managing Employee Performance<br />
In partnership with the employee, is able to plan activities and<br />
outlines expectations.<br />
Provides ongoing coaching and feedback appropriately and<br />
conducts formal review<br />
Responds promptly to potential problems<br />
Understands the organisations’s goals and objectives.<br />
Scheme of Service for the Nursing Cadre Page 42
Identifies competencies required of each job function for the<br />
achievement of those goals and is able to communicate that<br />
understanding to others<br />
Using competency assessment tools, assists individuals to<br />
assess their skills, knowledge and abilities. Helps individuals<br />
identify development areas and establish a development or<br />
learning plan for implementation within a defined time frame,<br />
e.g. one year<br />
Uses available resources to manage employees that perform<br />
below standard..<br />
Helps an individual clearly establish objectives for their job<br />
function. Clarifies their job responsibilities and measures of<br />
success. Helps them establish methods for self-assessment and<br />
performance improvement<br />
Coaching and Mentoring<br />
Provides routine exchange of knowledge with others to help<br />
them carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration<br />
Asks the individual being coached questions about their<br />
effectiveness<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other sources<br />
of information in order to allow them navigate.<br />
Information Communication Technology (ICT)<br />
Is able to trouble shoot to alleviate technology related problems<br />
Is aware of and able to identify technologies needed to facilitate<br />
organizational<br />
Is able to use audio visual aids.<br />
Scheme of Service for the Nursing Cadre Page 43
5.8 Nursing officer<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Nursing officer<br />
U4<br />
Senior Nursing Officer<br />
Assistant Nursing Officer<br />
Senior Assistant Nursing officer, Senior Public<br />
Health Nurse, Hospital Director and District<br />
Health Officer, Assistant District Health<br />
Officer, Professional bodies, Heads of<br />
department<br />
Purpose of the Job<br />
To manage delivery of nursing care in health facility and community.<br />
Key Duties and Responsibilities<br />
(a) To perform administrative duties at ward/ unit level<br />
(b) To ensure that quality nursing care is achieved by implementing<br />
nursing protocols<br />
(c) To ensure the smooth running of wards/units by allocating duties<br />
to nursing staff and students<br />
(d) To ensure that wards/units are adequately equipped with<br />
equipment, supplies and drugs and ensure their safe custody.<br />
(e) To provides educational and counselling services to staff, and<br />
patient attendants.<br />
(f) To carries out on-job teaching of midwifery, medical and nursing<br />
students.<br />
(g) To participate in research and community education activities<br />
(h) Ensures strict adherence to ethical practice by self and the health<br />
care team.<br />
(i) To provide support supervision to staff on the unit.<br />
Key Results Areas<br />
(a) Quality of nursing care has improved patient satisfactory levels as<br />
a result of available nursing services within the wards all the time<br />
Scheme of Service for the Nursing Cadre Page 44
(b) Patient satisfaction levels have greatly improved as a result of<br />
nurses following clearly written nursing protocols that define a<br />
care plan for nurses for each particular condition or disease<br />
(c) Patients are satisfied with nursing care as a result of proper<br />
deployment of nursing staff/students in the wards<br />
(d) Working conditions have been enhanced with availability of<br />
adequate medical equipment, supplies, and drugs<br />
(e) Nurses/midwife students are competent and confident and patient<br />
satisfaction levels have improved because of the quality care<br />
delivered by nurses/midwife students<br />
(f) Nurses/midwives do the work that is expected of them in a<br />
professional manner; and this result is a consequence of the<br />
Nursing officer’s professionalism in managing performance<br />
through continuous supervision, and periodic appraisals<br />
(g) Research has contributed to the body of knowledge, and led to<br />
innovations that are beneficial to the profession<br />
Person Specifications<br />
A. Qualifications<br />
(i) Bachelor’s degree in Nursing from a recognized University<br />
(ii) Must be registered with the Uganda Nurses and Midwives Council.<br />
5.9 Senior Assistant Nursing officer<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Senior Assistant Nursing officer<br />
U4<br />
Senior Nursing Officer Or Senior Public<br />
Health Nurse<br />
Assistant Nursing Officer(s)<br />
Senior nursing officer, Senior Public Health<br />
Nurse, Professional bodies, Heads of<br />
department<br />
Purpose of the Job<br />
To manage delivery of nursing care in health facility and community.<br />
Scheme of Service for the Nursing Cadre Page 45
Key Duties and Responsibilities<br />
(a) To perform administrative duties at ward/ unit level<br />
(b) To ensure that quality nursing care is achieved by implementing<br />
nursing protocols<br />
(c) To ensure the smooth running of wards/units by allocating duties<br />
to nursing staff and students<br />
(d) To ensure that wards/units are adequately equipped with<br />
equipment, supplies and drugs and ensure their safe custody.<br />
(e) To provides educational and counselling services to staff, and<br />
patient attendants.<br />
(f) To carries out on-job teaching of midwifery, medical and nursing<br />
students.<br />
(g) To participate in research and community education activities<br />
(h) Ensures strict adherence to ethical practice by self and the health<br />
care team.<br />
(i) To provide support supervision to staff on the unit.<br />
Key Results Areas<br />
(a) Quality of nursing care has improved patient satisfactory levels as<br />
a result of available nursing services within the wards all the time<br />
(b) Patient satisfaction levels have greatly improved as a result of<br />
nurses following clearly written nursing protocols that define a care<br />
plan for nurses for each particular condition or disease<br />
(c) Patients are satisfied with nursing care as a result of proper<br />
deployment of nursing staff/students in the wards<br />
(d) Working conditions have been enhanced with availability of<br />
adequate medical equipment, supplies, and drugs<br />
(e) Nurses/midwife students are competent and confident and patient<br />
satisfaction levels have improved because of the quality care<br />
delivered by nurses/midwife students<br />
(f) Nurses/midwives do the work that is expected of them in a<br />
professional manner; and this result is a consequence of the Senior<br />
nursing officer’s professionalism in managing performance through<br />
continuous supervision, and periodic appraisals<br />
(g) Research has contributed to the body of knowledge, and research<br />
has led to innovations that are beneficial to the profession<br />
Scheme of Service for the Nursing Cadre Page 46
Person Specifications<br />
B. Qualifications<br />
(i) A diploma in Midwifery/ General Nursing/ Psychiatry Nursing or<br />
Diploma comprehensive Nursing.<br />
(ii) Must have an area of specialization in a relevant/required field of<br />
nursing.<br />
(iii) Must be registered with the Uganda Nurses and Midwives Council.<br />
(iv) Must have 3 years working experience at the level of Assistant<br />
Nursing Officer<br />
(a) Required Competencies<br />
(i) Behavioural Competencies<br />
Concern for quality and standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records<br />
Takes action to improve performance and to ensure success.<br />
Monitors progress against key criteria<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
Ethics and integrity<br />
Does not require external monitoring to observe ethical standards<br />
but rather monitors own actions for consistency with accepted<br />
values and standards<br />
Openly advocates for observance of ethical values and principles to<br />
others.<br />
Effective communication<br />
Seeks the thoughts of others in an effort to better understand<br />
them.<br />
Responds by giving clear, concise and accurate information.<br />
Scheme of Service for the Nursing Cadre Page 47
Volunteer’s additional information that may not have been<br />
requested in order to provide the listener with relevant information<br />
related to the issue.<br />
Formats the material based on the purpose of communicating, the<br />
competences of the target audience and in a way that facilitates<br />
the understanding of the message<br />
Formats writing to increase readability e.g. by providing content<br />
headings<br />
Accountability<br />
Is knowledgeable about Government of Uganda Accounting<br />
procedures, rules and regulations.<br />
Is able to set realistic performance and service delivery standards.<br />
Public relations and customer care<br />
Clarifies roles and duties to avoid being misunderstood.<br />
Takes personal responsibility for correcting customer service<br />
problems and does so promptly.<br />
Sees oneself as a representative of the organization and acts in a<br />
way that markets/promotes the organization.<br />
(ii) Technical Competencies<br />
Planning, organizing and coordinating<br />
Adjusts plan appropriately and takes initiative to follow through<br />
rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Managing employee performance<br />
In partnership with the employee, is able to plan activities and<br />
outlines expectations.<br />
Provides ongoing coaching and feedback appropriately and<br />
conducts formal review<br />
Responds promptly to potential problems<br />
Understands the organisations’ goals and objectives.<br />
Scheme of Service for the Nursing Cadre Page 48
Identifies competencies required of each job function for the<br />
achievement of those goals and is able to communicate that<br />
understanding to others<br />
Using competency assessment tools, assists individuals to assess<br />
their skills, knowledge and abilities. Helps individuals identify<br />
development areas and establish a development or learning plan<br />
for implementation within a defined time frame, e.g. one year<br />
Uses available resources to manage employees that perform below<br />
standard..<br />
Helps an individual clearly establish objectives for their job<br />
function. Clarifies their job responsibilities and measures of<br />
success. Helps them establish methods for self-assessment and<br />
performance improvement<br />
Coaching and mentoring<br />
Provides routine exchange of knowledge with others to help them<br />
carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration<br />
Asks the individual being coached questions about their<br />
effectiveness<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other sources of<br />
information in order to allow them navigate.<br />
Scheme of Service for the Nursing Cadre Page 49
5.10 Assistant Nursing Officer<br />
Job Title:<br />
Assistant Nursing Officer<br />
Salary Scale: U 5<br />
Reports to :<br />
Senior Nursing Officer<br />
Directly Supervises: Enrolled Nurses/ Midwives/ Enrolled<br />
Comprehensive nurses<br />
Interacts with: Nursing Officer, Senior Public Health Nurse,<br />
Other Nursing Officers, Enrolled nurses<br />
Purpose of the Job<br />
To provide nursing services and public health interventions to<br />
patients/clients and the community<br />
Key Duties and Responsibilities<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
(e)<br />
(f)<br />
(g)<br />
(h)<br />
(i)<br />
(j)<br />
To receive patients, register admissions, discharges and deaths.<br />
To providing quality nursing care to patients<br />
To implement infection control guidelines and procedures<br />
To carry bedside nursing procedures<br />
To participate in ward rounds to access the condition of patients<br />
To manage and account for allocated resources.<br />
To participate in research activities<br />
To impart knowledge and skills to students and staff.<br />
To appraise staff performance.<br />
To compile and submit daily ward reports.<br />
Key Result Areas<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
(e)<br />
Good reception of patients<br />
No instances of irregularities in the utilisation of allocated<br />
resources<br />
Increased cure rates and high response rates due to quality<br />
nursing care provided to patients<br />
Reasonable reduction in infections due to implementation of<br />
infection control guidelines<br />
Correct execution of medical procedures by students<br />
Scheme of Service for the Nursing Cadre Page 50
(f)<br />
Supervised staff have become more competent at executing their<br />
work after their skill gaps have been filled<br />
Person Specifications<br />
(a) Qualifications<br />
(i) Diploma General Nursing or Diploma Comprehensive Nursing<br />
from recognized institution.<br />
(ii) Must be registered with the Uganda Nurses &Midwives Council.<br />
(b)<br />
Required Competencies<br />
(i) Behavioural Competencies<br />
Time management<br />
Time Management involves applying a systematic process to<br />
accomplishing work responsibilities, activities and tasks that<br />
helps an individual to effectively achieve their goals. Often, a<br />
similar process can be useful in achieving personal goals as<br />
well. Effective time management involves such things as<br />
setting priorities, managing multiple projects and tasks,<br />
organising work and work resources, delegating and sharing<br />
work, concentrating time on high value activities and<br />
minimising low value activities. Regular planning is an<br />
essential element to time management and should result in<br />
plans for the achievement of both short and long-term goals.<br />
<br />
<br />
Maintains written short and long-term goals and related work<br />
activity plans. Plans daily, weekly and monthly activities<br />
designed to achieve yearly and multiyear goals.<br />
When assigned work, manages expectations appropriately.<br />
Communicates current work activities/responsibilities and the<br />
impact of the new assignment on their ability to achieve the<br />
desired results. Adjusts work activities as required to address<br />
changes in objectives.<br />
Scheme of Service for the Nursing Cadre Page 51
Maintains an organised work environment with easy access to<br />
necessary resources and files and with minimal clutter.<br />
<br />
Uses an effective personal planning and scheduling tool, either<br />
computerised or print-based.<br />
<br />
Maintains an organised filing system.<br />
<br />
Takes specific steps to evaluate how time is used and to<br />
eliminate time wastage.<br />
Concern for quality and standards<br />
Endeavours to have clear information that relates to roles,<br />
performance expectations and tasks and accountability.<br />
Maintains current and thorough records.<br />
Takes action to improve performance and to ensure success.<br />
Monitors progress against key criteria.<br />
Ethics and integrity<br />
Does not require external monitoring to observe ethical<br />
standards but rather monitors own actions for consistency<br />
with accepted values and standards.<br />
Openly advocates for observance of ethical values and<br />
principles to others.<br />
Public Relations and Customer Care<br />
Clarifies roles and duties to avoid being misunderstood.<br />
Takes personal responsibility for correcting customer service<br />
problems and does so promptly.<br />
Sees oneself as a representative of the organization and acts in<br />
a way that markets/promotes the organization.<br />
Team Work<br />
Keeps team members informed and up to date<br />
Shares experiences, knowledge with team members<br />
Promotes cooperation amongst team members<br />
Praises team members for achievements<br />
Scheme of Service for the Nursing Cadre Page 52
Coaches team members whenever necessary<br />
(ii) Technical Competencies<br />
Coaching and mentoring<br />
Provides routine exchange of knowledge with others to help<br />
them carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration.<br />
Asks the individual being coached questions about their<br />
effectiveness.<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other<br />
sources of information in order to allow them navigate.<br />
Records and information management<br />
Applies the bring up system to avoid delays in dealing with<br />
other issues on the files<br />
Is able to assess the security grading to the documents created<br />
or received by him/her<br />
Understands and applies registry and records management<br />
procedures and standards<br />
Planning, Organizing and Coordinating<br />
Adjusts plan appropriately and takes initiative to follow<br />
through rather than wait for problems.<br />
Anticipates problems, takes advantage of opportunities and<br />
effectively deals with them.<br />
Managing Employee Performance<br />
In partnership with the employee, is able to plan activities and<br />
outlines expectations.<br />
Provides ongoing coaching and feedback appropriately and<br />
conducts formal review<br />
Responds promptly to potential problems<br />
Understands the organisations’ goals and objectives.<br />
Scheme of Service for the Nursing Cadre Page 53
Identifies competencies required of each job function for the<br />
achievement of those goals and is able to communicate that<br />
understanding to others.<br />
Using competency assessment tools, assists individuals to<br />
assess their skills, knowledge and abilities. Helps individuals<br />
identify development areas and establish a development or<br />
learning plan for implementation within a defined time frame,<br />
e.g. one year.<br />
Uses available resources to manage employees that perform<br />
below standard.<br />
Helps an individual clearly establish objectives for their job<br />
function. Clarifies their job responsibilities and measures of<br />
success. Helps them establish methods for self-assessment<br />
and performance improvement.<br />
5.11 Assistant Nursing Officer (Midwifery)<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Assistant Nursing Officer (Midwifery)<br />
U5<br />
Nursing Officer<br />
Enrolled Midwife<br />
Senior Nursing Officer, Senior Public Health<br />
Nurse, Other Nursing Officers, Enrolled<br />
nurses<br />
Purpose of the Job<br />
To provide midwifery services to patients and clients.<br />
Key Duties and Responsibilities<br />
(a)<br />
(b)<br />
(c)<br />
(d)<br />
To receive expectant mothers, register admissions, births,<br />
discharges and death.<br />
To carry out antenatal care with emphasis on identifying high risk<br />
cases and refer them to higher health facilities.<br />
To providing midwifery care during labor and puerperium<br />
To keep proper medical records<br />
Scheme of Service for the Nursing Cadre Page 54
(e)<br />
(f)<br />
(g)<br />
(h)<br />
(i)<br />
(j)<br />
(k)<br />
(l)<br />
To implement infection control guidelines<br />
To take care of new born babies and ensure successful breast<br />
feeding.<br />
To participate in ward rounds to assess the condition of the<br />
patients.<br />
To manage and account for allocated resources<br />
To participate in research activities.<br />
To impart knowledge and skills to students and staff.<br />
To compile and submit daily ward reports<br />
To appraise the performance of staff under his/her supervision.<br />
Key Result Areas<br />
(a) Good reception of expectant mothers.<br />
(b) High risks to expectant mother have drastically reduced as a<br />
result of accessible antenatal care.<br />
(c) Reasonable reduction in deaths, injuries, and difficult labour as a<br />
result of providing professional midwifery care during labour and<br />
puerperium.<br />
(d) Healthier babies resulting out of providing adequate professional<br />
care for new born babies, and implementing successful breast<br />
feeding programmes.<br />
(e) Improved patient satisfaction resulting from reduction in<br />
absenteeism, and availability of nursing officer to assess patient<br />
conditions during ward rounds.<br />
(f) No instances of irregularities in the utilisation of allocated<br />
resources.<br />
(g) Infection rates kept at very low levels as a result of implementing<br />
infection control guidelines<br />
(h) Research has contributed to the body of knowledge, and research<br />
has led to innovations that are beneficial to the profession<br />
(i) Effective and timely decisions have taken on basis of daily quality<br />
ward reports.<br />
Person Specifications<br />
A. Qualifications<br />
(i) A Diploma in Midwifery from a recognized institution<br />
Scheme of Service for the Nursing Cadre Page 55
(ii) Must be registered with the Uganda Nurses and Midwives Council<br />
B. Required Competencies<br />
(i) Behavioural Competencies<br />
Assertiveness and self confidence<br />
Is able to work with minimum supervision<br />
Consults when necessary<br />
Ethics and integrity<br />
Does not require external monitoring to observe ethical<br />
standards but rather monitors own actions for consistency with<br />
accepted values and standards<br />
Openly advocates for observance of ethical values and<br />
principles to others.<br />
Effective communication<br />
Seeks the thoughts of others in an effort to better understand<br />
them.<br />
Responds by giving clear, concise and accurate information.<br />
Volunteer’s additional information that may not have been<br />
requested in order to provide the listener with relevant<br />
information related to the issue.<br />
Formats the material based on the purpose of communicating,<br />
the competences of the target audience and in a way that<br />
facilitates the understanding of the message<br />
Formats writing to increase readability e.g. by providing content<br />
headings<br />
Accountability<br />
Is knowledgeable about Government of Uganda Accounting<br />
procedures, rules and regulations.<br />
Is able to set realistic performance and service delivery<br />
standards.<br />
Public relations and customer care<br />
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Clarifies roles and duties to avoid being misunderstood.<br />
Takes personal responsibility for correcting customer service<br />
problems and does so promptly.<br />
Sees oneself as a representative of the organization and acts in<br />
a way that markets/promotes the organization.<br />
Team work<br />
Keeps team members informed and up to date<br />
Shares experiences, knowledge with team members<br />
Promotes cooperation amongst team members<br />
Praises team members for achievements<br />
Coaches team members whenever necessary<br />
Self Control and Stress Management<br />
Holds back extreme emotions such as anger, extreme<br />
frustration and happiness.<br />
Quickly goes over effects of stress<br />
(ii) Technical Competencies<br />
Coaching and Mentoring<br />
Provides routine exchange of knowledge with others to help<br />
them carry out assignments.<br />
Gives detailed instructions and/or on the-job demonstration<br />
Asks the individual being coached questions about their<br />
effectiveness<br />
Listens for appropriate responses and provides encouragement<br />
and support for action.<br />
Reinforces behaviour that produces positive outputs.<br />
Provides information and directs the individual to other sources<br />
of information in order to allow them navigate.<br />
Records and Information Management<br />
Applies the bring up system to avoid delays in dealing with<br />
other issues on the files<br />
Is able to assess the security grading to the documents created<br />
or received by him/her<br />
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Understands and applies registry and records management<br />
procedures and standards<br />
5.12 Enrolled Nurse<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Enrolled Nurse/ Enrolled comprehensive<br />
Nurse<br />
U7<br />
Assistant Nursing Officer<br />
Support staff<br />
Assistant Nursing Officers, Support staff<br />
Purpose of the Job:<br />
To carry out day to day activities of patient care<br />
Key Duties and Responsibilities<br />
(a) To participate in continuous nursing coverage on wards/units<br />
(b) To keep patients comfortable and ensure a healthy environment.<br />
(c) To give out treatment as prescribed and carry out nursing<br />
procedures.<br />
(d) To carry out observations, keep proper records and ensure their<br />
safe custody.<br />
(e) To participate in doctors/clinical officers’ ward rounds.<br />
(f) To receive patients, register admissions and discharges.<br />
(g) To prepare patients for meals and participate in serving them.<br />
(h) To ensure that aseptic technique is adhered to in the preparation<br />
of sterile procedures.<br />
(i) To maintain personal contact with patients, take note of their<br />
complaints, report if necessary<br />
(j) To ensure adherence to ethical professional conduct.<br />
(k) To carry out Health Education to patients and their attendants<br />
(l) To participate in Primary Health Care activities<br />
(m) To implement infection control guidelines<br />
Scheme of Service for the Nursing Cadre Page 58
Key Result Areas<br />
(a) Enrolled nurse available at designated times to do ward rounds<br />
(b) Good reception of patients<br />
(c) Meals available to patients<br />
(d) No instances of infections that result from poor handling of<br />
instruments<br />
(e) Zero tolerance for unethical conduct has been set; nurses<br />
adequately appreciate and realise that unethical conduct leads to<br />
adverse consequences<br />
(f) Reduction in patient complaints, and speedy resolution of<br />
problems highlighted by patients<br />
(g) Reasonable reduction in infections due to implementation of<br />
infection control guidelines<br />
(h) Reduction in disease recurrences among patients and their<br />
attendants that receive health education from enrolled nurse<br />
Person Specifications<br />
A. Qualifications<br />
(i) Must have Enrolled / Comprehensive Nursing Certificate from a<br />
recognized institution.<br />
(ii) Must be registered with the Uganda Nurses and Midwives<br />
Council<br />
B. Required Competencies<br />
i) Behavioural Competencies<br />
Communicating effectively<br />
Able to verbally communicate ideas to individuals and small<br />
groups in a manner that fosters understanding and discussion.<br />
Listens in order to understand and responds to things that appear<br />
important to others.<br />
Is receptive and pays attention to the emotion in body language,<br />
facial expression and tone of voice.<br />
Shows respect by giving attention to the speaker and uses a<br />
respective tone when speaking to others.<br />
Scheme of Service for the Nursing Cadre Page 59
Follows the rules of grammar, correct spelling, verb tenses and<br />
sentence structure<br />
Public relation and customer care<br />
Takes care to avoid behaviour that may portray a negative image<br />
of the organization.<br />
Follows up customer inquiries, requests and complaints and keeps<br />
customer updated about progress.<br />
Ensures courteous and professional service<br />
Provides helpful information to clients<br />
Time management<br />
Maintains written short and long-term goals and related work<br />
activity plans. Plans daily, weekly and monthly activities designed<br />
to achieve yearly and multiyear goals<br />
When assigned work, manages expectations appropriately.<br />
Communicates current work activities/responsibilities and the<br />
impact of the new assignment on their ability to achieve the<br />
desired results. Adjusts work activities as required to address<br />
changes in objectives.<br />
Maintains an organised+ work environment with easy access to<br />
necessary resources and files and with minimal clutter<br />
Uses an effective personal planning and scheduling tool, either<br />
computerised or print-based<br />
Maintains an organised filing system<br />
Takes specific steps to evaluate how time is used and to eliminate<br />
time wastage<br />
ii) Technical Competencies<br />
Records and information management<br />
Collects, creates and receives records<br />
Arranges information according to classification scheme<br />
Identifies, retrieves, circulates and monitors records<br />
Provides access to records/information<br />
Respects and maintains the nature of records and information<br />
entrusted to him/her<br />
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Recognises and understands the differences between various<br />
types of records and the way they are created<br />
Ensures the security of records entrusted to him/her<br />
Understands the use of black and red minutes<br />
Understands the colour coding of official files<br />
Is able to use the transit ladder on the files for communication<br />
purposes<br />
Understands the role of registries<br />
5.13 Enrolled Midwife<br />
Job Title:<br />
Enrolled Midwife<br />
Salary Scale:<br />
U7<br />
Reports to :<br />
Assistant Nursing Officer<br />
Directly Supervises: Support staff<br />
Interacts with: Assistant Nursing Officers, Nursing<br />
Assistants<br />
Purpose of the Job:<br />
To carry out day to day activities of midwifery care<br />
Key duties and responsibilities<br />
(a) To receive, register and admit expectant mothers<br />
(b) To assess expectant mothers and identify high risk cases for<br />
referral<br />
(c) To carry out antenatal care and carries out health education<br />
(d) To implements infection control guidelines<br />
(e) To participates in ward rounds<br />
(f) To provides care during labor and pueperium period<br />
(g) To carry out immediate care of the new born baby<br />
(h) To manage records<br />
(i) To observer and enforce ethical conduct<br />
(j) To impart knowledge and skills to students<br />
Scheme of Service for the Nursing Cadre Page 61
Key Result Areas<br />
(a) Accurate diagnosis of expectant mothers’ conditions<br />
(b) Correct and timely decisions taken in response to conditions of<br />
expectant mothers<br />
(c) Increase in numbers of women attending Antenatal care services<br />
(d) Reasonable reduction in infections due to implementation of<br />
infection control guidelines<br />
(e) Enrolled Midwife available at designated times to do ward rounds<br />
– fewer instances of absenteeism<br />
(f) Good quality of care received by mothers in labour<br />
(g) Reasonable reduction in shock, infections, and death of new born<br />
babies as a result of profession care provided immediately after<br />
babies’ births<br />
(h) Zero tolerance tone for unethical conduct has been set; nurses<br />
adequately appreciate and realise that unethical conduct leads to<br />
adverse consequences<br />
(i) Correct execution of medical procedures by students<br />
Person Specifications<br />
A. Qualifications<br />
(i) Enrolled Midwifery Certificate from a recognized institution<br />
(ii) Must be registered with the Uganda Nurses and Midwives<br />
Council<br />
B. Required Competencies<br />
Assertiveness and self-confidence<br />
Firm, relaxed in his/her actions.<br />
Willing to take on new and challenging assignments<br />
Defends his/her stand clearly when challenged while at the<br />
same time admitting mistakes<br />
Communicating effectively<br />
Able to verbally communicate ideas to individuals and small<br />
groups in a manner that fosters understanding and<br />
discussion.<br />
Scheme of Service for the Nursing Cadre Page 62
Listens in order to understand and responds to things that<br />
appear important to others.<br />
Is receptive and pays attention to the emotion in body<br />
language, facial expression and tone of voice.<br />
Shows respect by giving attention to the speaker and uses a<br />
respective tone when speaking to others.<br />
Follows the rules of grammar, correct spelling, verb tenses<br />
and sentence structure<br />
Ethics and integrity<br />
Is willing to be assessed against personal/professional codes<br />
of conduct<br />
Takes pride in being a person of integrity<br />
Voluntarily modifies behaviour in order to hold to ethical<br />
standards<br />
Is not persuaded to change standards even if others do not<br />
adhere to them<br />
Observes the cardinal principles and code of conduct of the<br />
Public Service<br />
Public relation and customer care<br />
Takes care to avoid behaviour that may portray a negative<br />
image of the organization.<br />
Follows up customer inquiries, requests and complaints and<br />
keeps customer updated about progress.<br />
Ensures courteous and professional service<br />
Provides helpful information to clients<br />
Self control and stress management<br />
Resists impulses to do inappropriate things<br />
Technical Competencies<br />
Coaching and mentoring<br />
Willingly gives one’s time and shares relevant information<br />
Is open to new ideas and alternatives<br />
Scheme of Service for the Nursing Cadre Page 63
Records and information management<br />
Collects, creates and receives records<br />
Arranges information according to classification scheme<br />
Identifies, retrieves, circulates and monitors records<br />
Provides access to records/information<br />
Respects and maintains the nature of records and<br />
information entrusted to him/her<br />
Recognises and understands the differences between various<br />
types of records and the way they are created<br />
Ensures the security of records entrusted to him/her<br />
Understands the use of black and red minutes<br />
Understands the colour coding of official files<br />
Is able to use the transit ladder on the files for<br />
communication purposes<br />
Understands the role of registries<br />
5.14 Enrolled Nurse<br />
Job Title:<br />
Salary Scale:<br />
Reports to :<br />
Directly Supervises:<br />
Interacts with:<br />
Enrolled Psychiatric Nurse<br />
U7<br />
Assistant Nursing Officers<br />
Support Staff<br />
Assistant Nursing Officers<br />
Purpose of the job<br />
To carry out day to day activities of nursing care<br />
Key duties and responsibilities<br />
(a) To receive patients, register admissions, death, and discharges.<br />
(b) To provide quality nursing care.<br />
(c) To participate in ward rounds<br />
(d) To manage records and ensure their safe custody.<br />
(e) To keep patients comfortable, allay their anxieties and ensure a<br />
healthy psychiatric environment.<br />
Scheme of Service for the Nursing Cadre Page 64
(f) To ensure maximum protection of patients, relatives, and staff.<br />
(g) To provide health education and counselling to patients and<br />
relatives.<br />
(h) To manage and account for allocated resources.<br />
(i) To impart knowledge and skills to students<br />
(j) To compile and submit daily ward reports.<br />
Key Result Areas<br />
(a) Good reception of clients.<br />
(b) Patients admitted in a timely, professional manner and are<br />
discharged at the right time, in an acceptable manner.<br />
(c) High response rates by patients to treatments provided by<br />
Enrolled Psychiatric Nurse.<br />
(d) Enrolled Psychiatric Nurse available at designated times to do<br />
ward rounds – fewer instances of absenteeism.<br />
(e) Patients comfortable and satisfied due to care provided by<br />
Enrolled Psychiatric Nurse.<br />
(f) Secure environment for patients, relatives and staff as a result of<br />
the Enrolled Psychiatric Nurse participation in the patient<br />
protection programmes.<br />
(g) Relatives and patients knowledgeable about psychiatric<br />
conditions/ailments and are adequately prepared after receiving<br />
counselling services.<br />
(h) Accurate timely ward reports have influenced decisions made in<br />
the psychiatric unit.<br />
(i) Communities are able to respond to psychiatric conditions after<br />
they have been exposed to psychiatric community outreach<br />
activities.<br />
(j) No instances of irregularities in the utilization of resources.<br />
(k) Correct execution of medical procedures by psychiatry students.<br />
A. Qualifications<br />
(i) Comprehensive Nursing Certificate from a recognized<br />
institution<br />
(ii) Must be registered with the Uganda Nurses and Midwives<br />
Council<br />
Scheme of Service for the Nursing Cadre Page 65
B. Required Competencies<br />
(j) Behavioural Competencies<br />
Assertiveness and self-confidence<br />
Firm, relaxed in his/her actions.<br />
Willing to take on new and challenging assignments<br />
Defends his/her stand clearly when challenged while at the<br />
same time admitting mistakes<br />
Communicating effectively<br />
Able to verbally communicate ideas to individuals and small<br />
groups in a manner that fosters understanding and discussion.<br />
Listens in order to understand and responds to things that<br />
appear important to others.<br />
Is receptive and pays attention to the emotion in body<br />
language, facial expression and tone of voice.<br />
Shows respect by giving attention to the speaker and uses a<br />
respective tone when speaking to others.<br />
Follows the rules of grammar, correct spelling, verb tenses and<br />
sentence structure<br />
Ethics and integrity<br />
Is willing to be assessed against personal/professional codes of<br />
conduct<br />
Takes pride in being a person of integrity<br />
Voluntarily modifies behaviour in order to hold to ethical<br />
standards<br />
Is not persuaded to change standards even if others do not<br />
adhere to them<br />
Observes the cardinal principles and code of conduct of the<br />
Public Service<br />
Public relation and customer care<br />
Takes care to avoid behaviour that may portray a negative<br />
image of the organization.<br />
Scheme of Service for the Nursing Cadre Page 66
Follows up customer inquiries, requests and complaints and<br />
keeps customer updated about progress.<br />
Ensures courteous and professional service<br />
Provides helpful information to clients<br />
Self control and stress management<br />
Resists impulses to do inappropriate things<br />
(ii) Technical Competencies<br />
Coaching and mentoring<br />
Willingly gives one’s time and shares relevant information<br />
Is open to new ideas and alternatives<br />
Records and information management<br />
Collects, creates and receives records<br />
Arranges information according to classification scheme<br />
Identifies, retrieves, circulates and monitors records<br />
Provides access to records/information<br />
Respects and maintains the nature of records and information<br />
entrusted to him/her<br />
Recognises and understands the differences between various<br />
types of records and the way they are created<br />
Ensures the security of records entrusted to him/her<br />
Understands the use of black and red minutes<br />
Understands the colour coding of official files<br />
Is able to use the transit ladder on the files for communication<br />
purposes<br />
Understands the role of registries<br />
End<br />
Scheme of Service for the Nursing Cadre Page 67