jobs Clinical Instructor - Al Shifa Hospital
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description :jobs Clinical Instructor - Al Shifa Hospital
Job Purpose
The Clinical Instructor ensures that clinical staff education, orientation, and competency validation are planned, delivered, assessed, and documented in a way that meets patient needs and supports safe, high‑quality care. This role establishes and maintains structured programmes for clinical induction, competency assessment, preceptorship, and ongoing in‑service education, and formal training events . This is a hands‑on, bedside‑focused role that combines formal teaching with coaching, shadowing, role modelling, and supportive supervision to embed consistent standards of practice and patient safety behaviours. The Clinical Instructor is expected to help the organisation demonstrate that:
- Staff responsibilities are defined and current in job descriptions.
- Staff are oriented to the hospital, department/unit, and job responsibilities at appointment.
- Staff receive ongoing in‑service education and training to maintain/advance skills.
- Patient‑care staff are trained and can demonstrate competence in resuscitative techniques appropriate to role/training level.
Key Accountabilities
A. Staff Orientation & Clinical Induction
- Lead and deliver a structured hospital and unit/department clinical orientation/induction programme for nurses, nursing assistants, and paramedic staff, ensuring staff understand:
- Their specific role responsibilities, expected scope of practice, and required competencies.
- Core safety processes and escalation routes relevant to their clinical area.
- Ensure induction includes competency verification for critical skills prior to independent practice and is recorded in individual staff education/competency files.
- Maintain and continually improve induction content based on audit findings, clinical incidents/themes, patient risk, and Training Needs Analysis (TNA) led by the CNO.
B. Competency Programme Management (Core & Advanced Clinical Competence)
- Design, implement, and maintain a hospital‑wide Clinical Competency Programme for:
- Nurses
- Nursing assistants
- Paramedic staff
- Define competency standards (knowledge, skills, behaviours), assessment methods, and required sign‑offs.
- Ensure competency assessment is:
- Standardised
- Observed in practice where applicable
- Documented, with clear outcomes and re‑assessment intervals
- Escalate gaps in competence or unsafe practice promptly through agreed governance routes and support remediation plans.
C. Preceptorship Programme (Structured Support & Supervision)
- Establish and sustain a preceptorship framework that ensures newly appointed or transitioning staff receive supervised clinical practice, coaching, and progressive competence sign‑off.
- Train and support preceptors in coaching skills, feedback, and assessment consistency.
- Monitor preceptorship effectiveness through feedback, rounding observations, and competency outcomes.
D. Ongoing Education & In‑Service Training
Deliver and coordinate ongoing in‑service education and targeted training to maintain and advance staff competence and knowledge. Develop an annual/rolling education plan aligned to:
- CNO‑led Training Needs Analysis
- Clinical risk priorities
- Audit/rounding findings
- New services, pathways, equipment, and policy updates
- Facilitate additional training courses as required and ensure attendance and learning outcomes are documented for survey evidence.
- Support non clinical training programmes eg customer care
E. Resuscitation Competence Support
- Support the hospital approach to ensuring staff who provide patient care are trained and can demonstrate competence in resuscitative techniques appropriate to their role and service level, including refresher cycles and documented competence checks. ( see skills matrix )
F. Bedside Coaching, Role Modelling & Culture of Safety
- Work clinically alongside staff to:
- Shadow practice
- Coach in real time
- Reinforce standards and safe behaviours
- Provide constructive feedback and reflective learning
- Act as a visible role model (“walk the talk”) for professional behaviours, safe practice, infection prevention behaviours, and patient‑centred communication.
- Build confidence and capability through nurturing support as well as clear performance expectations.
G. Quality, Audit, Patient Rounding & Governance Support
- Participate in:
- Clinical audit activity
- Patient safety initiatives
- Patient rounding with senior nurses
- Use audit/rounding findings to identify education needs, practice variance, and improvement opportunities; convert findings into targeted teaching and competency remediation.
- Contribute to policy/procedure review and clinical guideline updates by ensuring staff training and competence requirements are included and measurable.
H. Documentation & Evidence Management
Maintain survey‑ready documentation demonstrating:
- Induction completion
- Competency assessments and sign‑offs
- Preceptorship allocation and progress
- In‑service training attendance
- Re‑certification/refreshers and competence revalidation
- Provide regular reports to the CNO summarising:
- Training delivered (topics, attendance)
- Competency completion rates
- Areas of risk requiring escalation
- Improvement actions underway
The Clinical Instructor is expected to help the organisation demonstrate that:
- Staff responsibilities are defined and current in job descriptions.
- Staff are oriented to the hospital, department/unit, and job responsibilities at appointment.
- Staff receive ongoing in‑service education and training to maintain/advance skills.
- Patient‑care staff are trained and can demonstrate competence in resuscitative techniques appropriate to role/training level.
- Induction programme schedule + attendance records
- Competency frameworks/matrices for each staff group
- Individual competency assessment records and sign‑offs
- Preceptorship assignment logs and progress reviews
- In‑service training calendar + learning materials
- Training Needs Analysis outputs and action plans (CNO‑led)
- Audit/rounding feedback themes linked to training interventions
Performance Measures will include:
- % completion of clinical induction within defined timeframe
- % staff with up‑to‑date competency sign‑off per role
- Preceptorship allocation and completion rates
- In‑service training delivery vs plan; attendance and evaluation feedback
- Reduction in repeated audit/rounding non‑conformities linked to practice gaps
- Document completeness/accuracy for staff education and competency files
Job Details
| Posted Date: | 2026-04-09 |
| Job Location: | Djibouti - Djibouti |
| Job Role: | Teaching and Academics |
Preferred Candidate
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