Speaker 0 | 00:13.520
Welcome to building the Hospital of the Future. And on today's episode, we are going to be talking about exceptional people. And who better to talk about exceptional people than two of our very own. We have Bernadette Carroll, director of Nursing, and Yvonne Moore, Head of HR, both for the new Bon Secours Hospital, Limerick. Thanks so much for joining us today.

Speaker 1 | 00:36.918
Thank you. Thank you.

Speaker 0 | 00:38.941
It's great to have you both here today. Yvonne, could you start with giving everyone a quick introduction into yourself and your role?

Speaker 2 | 00:46.246
Also, hello and thank you, JP. My name is Yvonne Moore. My background has been HR for the last 25 years. Who's counting? And I suppose I've always worked in the health care industry as well. So I'm delighted to have taken up the post of the head of HR approximately 11 months ago now. And with an eye looking forward, I suppose, to opening up this fantastic new health care facility in terms of our new hospital.

Speaker 0 | 01:12.450
Two eyes, I'm sure.

Speaker 2 | 01:14.528
Three, sometimes.

Speaker 0 | 01:16.762
And Bernadette.

Speaker 1 | 01:18.606
Thank you, JP. My name is Bernadette Carlol and I'm the director of nursing in the Bon Secours Hospital here in Limerick. I have been with Bon Secours for five and a half years now. Previously, I trained in Dublin about 100 years ago, and I've immigrated to Australia, came back and worked in the HSE for many years, and now I'm at Bon Secours in Limerick.

Speaker 0 | 01:41.441
Fantastic. Look, we are very excited to talk to you today. I think there's a big challenge facing the both of you with doubling the workforce, and it's a huge task. Yvonne, how are you handling that challenge?

Speaker 2 | 01:56.460
We're meeting the challenge face on. I suppose, look, for any industry, and in particular in healthcare, doubling the workforce is a big lift. And in healthcare, it's a little bit more complex, because you're not just dealing with numbers, doubling numbers. You're trying to balance skills, people's training, all of the regulations that govern the various professionals that we employ, which I suppose all add up then to us ensuring that we can provide safe patient care and that we have good patient outcomes for our clients.

Speaker 0 | 02:28.446
Fantastic. And Bernadette, where do you fit into this challenge of doubling the workforce?

Speaker 1 | 02:34.313
So, as Yvonne would tell you, the majority of staff we will recruit will be in the nursing sector. And so I'm working with Yvonne closely to ensure, like she said, that we have the right skill mix. So we need senior people, junior people. People with new skills, new expertise. So, you know, people will bring those skills with them now.

Speaker 0 | 02:55.638
And that's really exciting to bring those new skill sets into the workforce and get those new experiences. Is that an exciting part of it as you're bringing these people in?

Speaker 2 | 03:06.451
It is certainly. And I suppose, you know, thankfully, you know, including Bernadette and some others of our management team and our current staffing, you know, they have experience in some of the new services. In past lives, maybe, or in past roles. So I suppose what we want to do is, you know, value and recognise the talent and the skill set that we have that currently exists. And certainly those people, you know, will be possibly great candidates for promotional posts as well. And then it's attracting them that new skill set as well. And I suppose how we advertise positions and how we try to ensure that we attract and we have clarity in relation to what those positions are as well. Has been what myself and Bernadette are focused on in terms of job descriptions and adverts, and, you know, making sure that what we advertise amounts to the right skill set and the right person. When we do open the doors, that it all works perfectly. 

Speaker 1 | 03:57.997
And if there are people out there and they see our advertisements at the moment and there's something there that doesn't match their role, feel free to email us or contact our HR department. You'll see the details on the website. There are roles that have been advertised. There are still roles to be advertised. So people should keep a close eye and just see what's coming next. But always feel free to contact us if they want to.

Speaker 2 | 04:24.787
Exactly. And I suppose part of our process to date has been, you know, we've been delighted that people have been interested in, you know, jobs in the new hospital, you know, for the last year or more. And we have gathered a very healthy database of people who have expressed interest. And, you know, we've looked at them in detail. They haven't just gone onto a database. We've tried to use that then in terms of our recruitment. And I suppose that's what we believe, that, you know, retaining employees and retention happens way prior to interview stage. And I suppose that's, you know, what we're trying to focus on as well, is to. Employ the right people, but also to retain the right people.

Speaker 0 | 05:03.543
Brilliant. It's great to see the campaigns well underway. I suppose my question would be, what draws people to work at Bon Secours? Is there anything specific that you're seeing from those potential employees and people that want to work for the health system? Why are they drawn so much to Bon Secours?

Speaker 2 | 05:21.949
What I would say in relation to that is that at the Bon Secours, we don't just offer jobs, we offer a mission. That people can be proud of, to be part of that. So our mission and our values, you know, they're not just good words on a plaque on a wall or in a nice, shiny report. There's something that we live out in terms of our behaviour.

Speaker 0 | 05:42.852
And then in regards to mission, I think it's a term that's often used in bon secours health System. But for a person that might not be as familiar with the term mission and how it associates with the Bon Secours health System, could you tell us a little bit more information about that?

Speaker 1 | 05:58.815
Yes, so the Bon Secours is based on a Catholic ethos. However, having said that, we would welcome patients of all cultures, creeds and none, and obviously welcome staff of all cultures, creeds and none. And all of those people that we have now in the present hospital, work within that Catholic ethos that we have. Our mission and values are based on compassion, service, human dignity, integrity. As Yvonne said, these are not just words on the wall. There's something that we live every day in the patient care that we provide. And our staff to date have been wonderful and embody those values every day in the care that they give to our patients. So we're very proud of them. Bon Secours is a not-for-profit organisation. And that's important to remember. So all of the revenue that's generated goes into paying staff salaries. Providing new facilities for patients, enhancing the services that we provide. So that's important that the public and patients and staff joining us realise that we're a not-for-profit, registered charity. So that's a very important part of who we are at Bon Secours also.

Speaker 2 | 07:10.676
Yeah, and I think maybe just to simplify what the mission means in the Bon Secours, it's simply that we provide good help to those who need it.

Speaker 0 | 07:19.285
You mentioned current staff and potential staff individual values, I think something that I always notice being close to any of the Bon Secours hospitals really feels like there's a culture of care. And I'm just wondering how that's developed within the team and staff at the Bon Secours hospital.

Speaker 2 | 07:37.466
Yeah, I suppose at the Bon Secours, we believe in more than just delivering health care, we believe in creating a culture of care that's not just for our patients, but for our team too. So, whether you're at the bedside, behind the scenes, or you're just starting out in your career in healthcare, you will find more than a job here. You'll find a mission, as we referred to earlier, a community. And I felt that myself, you know, I'm new enough into the organisation and I feel that community and I can stand over that, I suppose. I'm happy to. And you have a place, I suppose, where you're supported to grow and thrive. We have a number of internal initiatives for staff, for example, in terms of support, developmental, educational supports, mentorship, buddy systems, a number of different initiatives, Depending on the role that you're in, that will support you in your career, in embedding into the team and then thriving within that team. And I suppose, you know, the word care, it means a lot, you know, And I think that does come from our values as well, that we do care about the outcomes for our patients. We do care that our staff are happy to be at work and that they're thriving. And we know that that does translate to better health outcomes for our patients. So that's why we do it.

Speaker 0 | 08:50.519
Fantastic. Bon Secours as a place to work. It seems it's well regarded in the community and the healthcare community. How do you think it's got that reputation?

Speaker 1 | 08:59.109
Yes, I suppose, through patients coming to stay with us, going home and talking about the wonderful care that they got. We'd like to think that future employees would hear about this and think, gosh, that's the place I'd like to work, or I feel I could. You know, thrive in that kind of an environment. And we would never want people or staff, or future staff to think that it's quiet and there's nothing happening. It's a fast paced environment. It's really exciting and invigorating. And, you know, staff learn new skills. We, like Yvonne mentioned earlier, we have a buddy system. So at induction for staff, you will be taught how we do things and what we expect. And you will have a buddy who will teach you competencies on the department that you're involved in and so that you can upskill and learn those competencies. But also so that you feel that you're not left on your own and that there isn't somebody to teach you those new skills. So that's really good for new staff, they don't feel isolated, they feel part of the team immediately. And that's the feedback we've got from the staff that we have now. And so obviously we have staff that are here 15 and 20 years, but we also have new staff that are here six months, 12 months, one year, two years. And those staff would tell you that they have found their introduction to the Bon Secours in Limerick. Very friendly environment and great sharing and inclusivity from other staff. So it's really, it's a really nice place to work.

Speaker 0 | 10:29.586
It's clear that there's a wonderful culture for staff. But just as important for staff and potential staff is pay and benefits. Can you tell me some of the offerings that the Bon Secours have?

Speaker 2 | 10:39.206
Yes, of course. And I think there could be a misconception out there in relation to people's remuneration and their pay and their entitlements. So we're, you know, very glad to say that we are aligned to the public service in terms of remuneration. We align to them in relation to the pay awards that come a number of times every year. We operate remuneration on the basis of pay scales and incremental credit. So if new people are joining us, we take into account their current experience in similar roles and they get credit for that. So that all aligns, I suppose, to what people might be very comfortable and familiar with. We have a generous annual leave allowance as well. Again, that is, you know, aligned to the public sector, but also, in terms of it, recognises people's past experience. We have a generous sick pay scheme. And we also have flexible working arrangements that people can apply for. And that includes part-time hours, reduced hours. People might be seeking parental leave, parents leave, all of those statutory types of leave, including maternity leave. Again, we have the standard, we have the public service arrangements in relation to that. And also last year, we introduced some family friendly initiatives in the Bon Secours, we reached out to staff and I suppose they told us what was important to them. So we have devised schemes such as fertility schemes, surrogacy and menopause. Of course, pension is very important to people now as well. And we offer a defined contribution pension where the employee contributes and the employer contributes. And we do that with Irish Life.

Speaker 0 | 12:18.838
And the new hospital obviously brings along lots of new and fun things, and lots of new amenities for the new hospital staff. Talk a little bit about things like parking and just the really practical things.

Speaker 1 | 12:30.941
Yes, exactly. And as Yvonne said, that's the practicalities of everyday work. And you need to know that when you come to work, you can park your car. And yes, there will be facilities for that and your bicycle, if that's what you choose to bring. So, yes, parking will be part of that. We also have shower facilities and changing rooms and locker rooms. And the present building that we had, all of that was very restricted and very tight. Everybody got a locker. So now we will have wonderful shower facilities and so on. There will be a staff restaurant and meals, and, you know, healthy food and really good variety of meals. And as Jason Kenny, our CEO, talks about, he said, the food is so important. And so it's so important for the patients, but it's also really important for staff. You know, people work hard. They need nutritious meals. A variety, so all of that would be available to staff all day. And we're even talking about arrangements now for night duty and night staff, and what facilities are for them. And on the wards. At the end of each ward, I ensured that there was a staff tea room for night duty, so that if staff could have their meal at the end of the ward in a little designated tea room. So all of those facilities are really important to staff. In the theatre complex, we'll all be jealous because they have a wonderful tea room up in the theatre complex with beautiful windows that look out onto the healing garden. And we're all jealous now. We all want to work in theatre. So all of those things have been considered and make it a really pleasant working environment. So it's exciting.

Speaker 2 | 14:03.323
It is. And, as Bernadette says, the hospital has been designed with the staff in mind, as much as the patient. And I was so impressed with the tour that we got recently that there's a room beside the restaurant for staff to store their meals if they want to bring them in. So that level of detail has been thought about.

Speaker 0 | 14:21.187
That's fantastic. And in regards to why somebody would choose to work at the Bons over another place, what are kind of the main buckets there? Walking around the hospitals, I always feel this sense of calmness, or the sense of that everyone's in control of their destiny and what's going on. What's going on there? Why are people choosing the Bons?

Speaker 1 | 14:45.525
Yes. So our new hospital will be elective care. So we'll have elective surgical patients like we have now, and we'll continue to have elective surgical patients, endoscopy, etc. So all of those patients are booked. Yes, it is a fast paced environment and it's very busy. However, we know every day, like the schedule and who's coming, and that's really important. But that's important for the patients because there's dedicated appointment times and it's also important for the staff. You know how many patients are coming, you know how many staff you need on duty, so that's very well coordinated. So there is that sense of calm and there is that sense of a controlled environment, and that's really good. Even patients that will come to the hospital access unit will be booked through their GP, so we will know when those patients are coming. People might have asked us before, would we have an ED? And no, we don't have an ED in our hospital, but we will have that arrangement where GPS can refer people to the hospital access unit. All of it is controlled, it's busy, but it is a controlled environment. So yes, and I think that attracts people. Um, a lot of people work in environments where you have unscheduled care and what we are providing is scheduled care. So, um, you know, that is necessary. And we work very closely with our health care colleagues in the public hospitals in the region. And we need that relationship. So those hospitals provide unscheduled care and scheduled, and we provide only scheduled care. So that's really good. It's a good arrangement that we have.

Speaker 0 | 16:17.851
Fantastic. And it seems like you've been able to empower people to really find a really great balance in the hospital. Like, you mentioned staff being there for 20 years. I don't think I've met as many people that have worked in hospitals for 20, 30, you know, 35 years. So what keeps people here for all those years? Is it that balance that you're able to empower them with?

Speaker 1 | 16:39.349
Yes, I think so. And along their journey over that 15 or 20 years, they encountered lots of change and transition. And for those that were with Barrington's hospitals previously, and then the Bon Secours came. And those people are really open to change, actually. And so, even though we might think, oh, they've been here for 15 or 20 years, but they've encountered a huge amount of change during that time. And now they know what change feels like. So they will help their new colleagues in that transition. We're calling it the B2B, the Barrington's to Ballysimon transition. So they will help people with that change management piece. And, you know, it's easy to call it change management, but actually, it's just about minding each other and looking after each other. And embracing the new people and helping them to settle in. And we will do that. We've always done it and we'll do it now in the new hospital. So with some great people, with great talent and really friendly staff, and they're looking forward to it, they're excited. Like at Christmas time, we had our last Christmas here in Barrington's and it was really strange time. And poignant time, and just wonderful time to be together. So, yeah. Package that all up now, as Yvonne said, and we'll take it out to the new hospital with us.

Speaker 2 | 17:54.091
And there is that family feel. And I suppose I've been trying to put my finger on it myself as, you know, a new recruit. And there's a spirit, there's a community spirit in Barrington's. And that's what we have to make sure transfers with us. And all those people bring that spirit with them and that family feel that, you know, people are supported. And if they do need a shoulder to lean on, that that's there within that Bons family.

Speaker 0 | 18:19.384
Bernadette, you mentioned the word transition there. And I think you mentioned in terms of moving to the new hospital. But I also see Bon Secours being very supportive in terms of career development, helping transition people across their career. How has that been playing out?

Speaker 1 | 18:34.570
Yes. So even prior to this, so we've known for the last two or three years that we're building a hospital. So we've provided further education for staff. People have done their masters and other postgraduate courses. And we've assisted them with funding for those courses because we wanted, those staff had stepped up and said, I'd like to do a postgrad and gain new skills for the new hospital. So we support them with that. And so whether they're small courses, HR actually are great. They run in-house courses like frontline manager and those type of courses. Because, as Yvonne said, we have new staff, internally and externally, who'll be stepping up to being a nurse manager or in any of the other multidisciplinary areas. To be a manager for the first time. So we support new managers and help them with their leadership skills and so on. So, frontline manager courses are available for staff. So, whether it's clinical support you need or education, or whether it's management support and how to be a new manager, we support all of those aspects of your career. And I think that helps in retention, also because people feel they got to progress in their career and through the hospital. And we will continue with that, of course.

Speaker 0 | 19:45.296
That's fantastic. And obviously, there's lots of new people starting on their journey in Bon Secoures over the next few months. How do you get those people to feel like they're on a pathway and they're being ramped up to something and a career long term?

Speaker 2 | 19:58.978
Yeah, I suppose. And even as I mentioned earlier, you know, we've had our eye on retaining staff before we even advertised. So even in terms of that expression of interest, database and all those people we've contacted directly. So we build on that. You know, employee engagement is very important to us in HR and to all of the managers and the heads of discipline within the hospital. Because we truly believe, if we take care, if we mind the people who mind the people, then, you know, we're going to achieve something. So, as Bernadette says, you know, whatever guise that comes in, whether it's educational support, whether it's development support, whether it's in-house training. In terms of managerial support, you know, we're clear that if we invest in people, we get the rewards back.

Speaker 1 | 20:42.146
And in healthcare, it's about caring for the carers. So you don't have to be clinical or hands-on to be a carer. Like, you could be at reception, you could be hygiene, you could be catering. It's all about the patient at the end of the day. And so we're all carers. So, care for the carer. And that's what we, you know, that's what we want to do in the Bon Secours. And look after our staff and make them feel valued, really. That's very important to us.

Speaker 0 | 21:09.128
Bernadette, I'm sure you've seen examples of people rise through the ranks over the last few years. Is there any examples that kind of come to mind when I say a term like that?

Speaker 1 | 21:18.615
Yes. So we would have had a staff nurse who was a health care assistant and went along and actually left and went to train to be a staff nurse, but came back to us as a staff nurse. And that is really heartwarming because they could have gone anywhere, But they went to the UK actually to train to be a staff nurse, but returned to us. And it just shows that they valued their time with us and felt that when they trained to be a staff nurse, that they would come back to us. And we've had staff nurses that got up through the ranks and became CNM1, CNM2, CNM3s. And we have those staff with us at the moment. And that's really, is really great. And it just speaks for itself, really, that staff stay with us. We have staff who've gone to Australia and are on their way back. You know, it's that, and that happens everywhere in health care at the moment. And we gave them a career break and to go and travel. And so now they're on their way back and they'll come with all that expertise and knowledge that they've learned when they've been abroad. And so it's great. And we're open to all of that. We're open to that flexibility to let people come and go and return to us, please God, you know. 

Speaker 2 | 22:26.977
And we've other examples of people in administration who would have started out, maybe in very entry level positions, and, you know, are now at senior management level. So that's the time and the investment, I suppose that we're happy to put in.

Speaker 0 | 22:43.629
And in regards to, like, the three of us and the person listening definitely knows that sensation of fear about jumping to a new role or a new company. And as we know, the hospital is is being built at the moment. And what's your message to someone considering applying, but unsure about going somewhere new, or think, maybe I'll wait till it's open? You know, what would you say to those people?

Speaker 1 | 23:08.833
So I suppose there are great opportunities now. And we had, we did induction there a couple of weeks ago. And I said to the new people around the table, oh, it's wonderful that you're here now and you get to know all of us before we move across town. And likewise, if you come and join us in September or October in phase one or phase two as we're opening the hospital, it's wonderful. You'll be part of something new and it'll be new to all of us, actually. So the people that move in the transition from Barrington's, they'll all feel a bit lost, too, and trying to find their way. And the new people that will arrive, they'll also be feeling a bit lost. So we'll all do it together. And that'll be a nice feeling, I think. And so the plan is that we'll all be out there, maybe together, for a week before September. We'll do fire drills and, you know, cardiac arrest drills. And we'll do all of those kind of really important things. But it'll be an opportunity to be all there together. So, you know, why not come and join us now and be part of all that excitement? And it will be so exciting. And even though you might think, well, all of those people have been there for years and they know what we're doing. Honest to God, we'll all be new together. So. So it'll be, you know, come and join us and be part of all that newness together. So it'll be great.

Speaker 0 | 24:27.272
Yeah, because I think, especially with the new systems and things like that, I think it can potentially be daunting for someone that's been in healthcare for 10 or 15 years. You know, as they're moving to new equipment, new systems, what's the training going to be like?

Speaker 1 | 24:43.405
Yeah, so we will have hands-on training for our own staff. There's lots of new equipment coming. There'll be robotic-assisted equipment. Will have CAT labs, so very high tech, advanced technology, so all of our own staff will have to be trained in that too. So companies will come, reps will come from companies and will train people up, everyone will be deemed competent. I know Sarah O'Sullivan. Our operational lead is looking after competencies at the moment. Imagine we're doing those kind of fine details so that everybody, whether you're new or whether you have come across from Barrington's, everybody will need new training for that new equipment and to be deemed competent in it. But all of that support will be there. And everybody, patients won't arrive in our theatres or in our departments until all of our staff are competent and familiar with what they do. So like all of our surgery that's moving across, we do all that already and we have all that competence. So people and patients needn't be concerned. We're just doing a lot more of it and we have a lot more space to do it. So that's why we need new staff to join us. So a lot of the expertise that we have now, we have a huge array of surgery at the moment, orthopaedics, urology, ENT, general surgery, all types of surgery. So now we're doing a lot more of the same because we'll have accommodation, we'll have space for that. So people need never be worried. They will be trained to the highest degrees so that they will feel competent and safe. And patient safety is all that matters, really. So we would never have a situation where we wouldn't have people who feel competent. And we will have. That'll be ensured. Yeah, exactly.

Speaker 2 | 26:19.803
And we have formal and informal ways of ensuring that as well. From a HR point of view, as you mentioned earlier, the mentor is there. But obviously, we have formal processes in terms of probationary reviews and check-ins that we ensure that people are comfortable.

Speaker 0 | 26:34.837
Okay. And then, from a practical standpoint, what are the big buckets that you're looking to recruit? What are the roles? What are the new services that you're focusing on?

Speaker 2 | 26:42.665
I should start with the assistant director of Nursing, first of all, with those roles. CNM3s, CNM2s, CNM1s and a large number of staff nurses to be recruited. And I suppose there are a multitude of other hosts then, outside of nursing in terms of the cardiac service. So that will include cardiac physiologists, cardiology nurses, as well, cardiac technicians. So a whole suite in that particular service.

Speaker 1 | 27:09.882
Laboratory, you know, doctors, consultants, our CEO is working on that piece of work at the moment with our clinical director. So we'll have doctors, nurses, healthcare assistants.

Speaker 2 | 27:25.971
Administrators then as well, I suppose, to support the back of the house, you know, because patients have to access the hospital and then come in and be treated in the hospital. So there's a whole administrative support that gets people to come in.

Speaker 0 | 27:38.744
There's a huge amount of streams there, so what would you tell someone that's listening to do next? Where can they go? Who can they talk to? What's the next steps?

Speaker 2 | 27:48.839
So, I would direct you to our website in relation to jobs that people might be interested in applying for. And that will link you into all of the current live adverts that we have at the minute. And I suppose just to give people an idea that we will be recruiting support staff in terms of healthcare assistants and multitask attendance in the next while. So keep an eye on the website for that. And also administrative roles in terms of, you know, admin support roles, they will also be advertised shortly, too. But if outside of any of that, if people have queries or they're, you know, they want to send us their CV, They can also go to the website. And there's a contact for HR there that we're very happy to answer any questions you might have. There's a lot of information, I suppose, about the new hospital on the website. And also if you've, you know, if you're coming from far and wide and you've queries about the area in general as well, we're happy to answer or support you with those questions.

Speaker 0 | 28:40.584
And I was just going to say, look, you've bought me in completely into the culture, into the onboarding strategy. But for people overseas or in other parts of the country thinking of moving to Limerick, what's Limerick like? What's the Midwest like? What's the area like? Tell us a little bit about that.

Speaker 1 | 28:55.340
Yes. So we're on the west coast of Ireland and part of the wild Atlantic Way, which is really beautiful for tourists and for people living in the West coast. I suppose really good. Transport links into Shannon Airport. It's about 15-20 minutes from the city and all international flights flying in there. We have a train station in Limerick, so good commuter links between Cork, Dublin, Limerick, Galway. So that's really good. So really nice city to live in. Lots of history, and we've St. John's Castle and the Treaty Stone, and lots of historical parts of the city. So, whether it's travel that you're interested in, or whether it's history and learning about Limerick and its heritage and its roots. There's so much to do in Limerick. So sporting, restaurants, really vibrant culture in relation to food and places to go. Lots nearby in Clare and Tipperary. Also, you know, Loch Gur and Kilaloe, and lots of scenic places to visit. So Limerick's a really nice place to live and lots of career opportunities for people. So if you have somebody in your family coming with you, there are lots of career opportunities, lots of multinationals based in Limerick now. We've a really good, educated workforce from the University of Limerick, and all of those employees seem to, or newly trained people, get employment in those multinational companies. So, yeah, very diverse city and exciting place to live.

Speaker 0 | 30:29.191
Yeah, it seems like there's a really nice pace to life at Limerick and that the staff, especially at the Bon Secours Hospital, are able to achieve a nice work life balance because of that. Would you say that filters true?

Speaker 1 | 30:41.555
Yeah, definitely.

Speaker 2 | 30:42.594
Oh, yes, 100%. I suppose, like Bernadette, I'm a proud Limerick woman as well, so maybe slightly biased, but you know, Limerick is a thriving environment, you know, even in terms of school system as well. There's an Educate Together school right opposite the new hospital as well. And that whole complex, that area is turning into nearly a little town of its own. So Limerick has a lot to offer, as Bernadette has outlined.

Speaker 0 | 31:07.164
So Bon Secours Hospital Limerick is part of a bigger health system. Could you tell me a little bit more about how the hospital fits into the health system?

Speaker 2 | 31:15.131
Yeah, I suppose. Limerick is one of a number of hospitals across the country. We are Ireland's largest private hospital group, and we have a network across the country that allows for development opportunities, you know, amongst that.

Speaker 1 | 31:27.566
Yeah, so I find that even in nursing, it's not about one hospital in Limerick. So it's about being part of that wider group. And we would link very closely with our colleagues in Bon Secours, Cork, Dublin, Galway, Tralee and the Care Village. So it's really good to have all of those links. There's a security, I suppose, and belonging to a large organisation like that. And even for different aspects and different specialities. So. You know, infection control. I noticed that with nursing, all of those clinical nurse specialists would link with each other and get advice from each other, and cardiology would link with each other. So a lot of that is happening in the background and we're all working together to introduce electronic health records in the future. And I'm sure new employees out there would have worked with it abroad and in other countries and have experience of that. So that has brought it very close together. Because it is, uh, electronic health system record, I should say, that we will bring in throughout the health system. So we share our policies. And we, you know, embrace that part of being belonged to one organisation together and sharing that knowledge and skills between us.

Speaker 0 | 32:42.063
Earlier, when you said the term care for the carer really struck me. It seems like well-being for your staff is just incredibly important. How is that playing out day to day?

Speaker 2 | 32:52.370
Yeah, I suppose it is. You're right, JP. It's playing out in terms of we are formally accredited with IBEC for KeepWell mark. And that really includes people's physical, mental and emotional well-being. We have a number of initiatives for staff that run across the year, and we celebrate staff as well. We have an exceptional people Awards engagement. And I suppose, yeah, that's really important to us.

Speaker 1 | 33:18.379
Yes. So we'd have staff in all departments and they'd be working on initiatives that they're going to do and so that they could apply for the Exceptional People Awards. And so, even though they're really important, initiatives to improve quality of patient care. But also it acknowledges the work that the staff did, and they can submit a poster or do a project and get recognition for that. So it benefits everybody. The employee has a sense of well-being because they, you know, were awarded and acknowledged for their work. And the patient has a better outcome because a new initiative or a new quality standard has been set. So that's really an important part of well-being. I didn't mention earlier that we have student nurses now also. And we have very close collaboration with the University of Limerick for nursing students and medical students. So two and a half years ago, we started our student nurse programme. And we have students that come on placement, second years, third years and fourth years. And they are the employees of the future, please God. And so the feedback from them has been phenomenal and they've enjoyed the experience. And our own staff have enjoyed having students. They challenge you, they ask you questions, they make you think about how you do things. So that collaboration with the university is really good. And I'm meeting them now again shortly, to look at further student placement in the new hospital. So at the moment they work on surgical ward and they are in placement in theatre. So that's a really wonderful collaboration and great to have that student body with us.

Speaker 0 | 34:50.158
It's not often a new hospital is built in Ireland, let alone the Midwest. Do you have a final call to action or words to say to listeners?

Speaker 2 | 34:59.623
You know, this is a once in a lifetime opportunity to be part of this exciting venture to expand the health services in the Midwest. It's an amazing opportunity. So if you're out there and you're thinking about joining us, and if there's anything holding your back or you've any concerns, please do reach out to our details on the website and we're more than happy to talk to you.

Speaker 1 | 35:22.322
Yes, I think a new hospital, a fully private hospital like this, hasn't been built in Ireland for over 20 something years. So this is the making of history. Be part of that. Join us. Have it on your CV that you opened up a new department in a new hospital. Imagine how that will feel and the opportunity that that brings for you and also for the hospital. So be part of this. And like Yvonne said, come and join us. And if you want to ask something, don't be afraid to link in and ask us that question. And we'll reassure you and tell you what's happening. So please don't be afraid and take that plunge. And Yvonne and I can speak from experience and I'm sure other people around the table. And we've all joined Bon Secours at some stage. But it's the best thing that I've ever done. And I just want to say that to you. Don't be afraid. Take that leap of faith. And come and join us. It'll be the best thing you ever did. Thanks, JP.

Speaker 0 | 36:21.491
Bernadette and Yvonne, I want to jump on the train with you guys and go on the journey with you. So I'm sure all the listeners out there feel the same way. Thank you so much for your time and goodbye. 

Speaker 2 | 36:32.379
Thank you.