Job Description of Nursing Professionals:

Job Description of

Nursing Instructor

Nursing Superintendent Grade II

The Nursing Superintendent Grade I

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

Principal School of Nursing

Principal College of Nursing

Job description
Job descriptions are essential and are required for recruitment so that you and the applicants can
understand the role. Job descriptions are necessary for all people in work. A job description defines a person's
role and accountability. Without a job description it is impossible for a person to properly commit to, or be held
accountable for, a role. As an employee you may have or be given the opportunity to take responsibility for your
job description. This is good and allows you to clarify expectations with your employer and your boss. The
process of writing job descriptions is actually quite easy and straight-forward. Many people tend to start off
with a list of 20-30 tasks, which is okay as a start, but this needs refining to far fewer points, around 8-12 is the
ideal. Smaller organizations commonly require staff and managers to cover a wider or more mixed range of
responsibilities than in larger organizations (for example, the Office Manager' role can comprise financial, HR,
stock-control, scheduling and other duties). Therefore in smaller organizations, job descriptions might
necessarily contain a greater number of listed responsibilities, perhaps 15-16. However, whatever the
circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy
and ineffective.

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

manual, which serves a different purpose. Job descriptions should refer to the operational manual, or to 'agreed
procedures', rather than include the detail of the tasks in the job description. Similarly, lengthy details of health
and safety procedures should not be included in a job description. Instead put them into a health and safety
manual, and then simply refer to this in the job description.
A useful process for refining and writing job descriptions responsibilities into fewer points and
('responsibilities' rather than 'individual tasks'), is to group the many individual tasks into main responsibility

areas, such as the list below (not all will be applicable to any single role). The following characteristics indicate
that these responsibility areas would normally features in most job descriptions:
Communicating (in relation to whom, what, how - and this is applicable to all below) planning and
organizing (of what)
Managing information or general administration support (of what) monitoring and reporting (of what)
Evaluating and decision-making (of what)
Financial budgeting and control (of what)
Producing things (what)
Maintaining/repairing things (what)
Quality control (for production roles normally a separate responsibility; otherwise this is generally
incorporated within other relevant responsibilities) (of what)
Health and safety (normally the same point for all job descriptions of a given staff grade)
Using equipment and systems (what)
Creating and developing things (what)
Self-development (normally the same point for all job descriptions of a given staff grade)
Plus any responsibilities for other staff if applicable, typically:
Recruiting (of direct-reporting staff)
Assessing (direct-reporting staff)
Training (direct-reporting staff)
Managing (direct-reporting staff)
Senior roles will include more executive aspects:
Developing policy
Duty of care and corporate responsibility
Formulation of direction and strategy
Obviously the level of authority affects the extent of responsibility in the job description for determining
strategy, decision-making, managing other people, and for executive roles, deciding direction, policy, and
delivering corporate performance.
Importance of Job descriptions:
Job descriptions improve an organizations ability to manage people and roles in the following ways:
Clarifies employer expectations for employee
Provides basis of measuring job performance
Provides clear description of role for job candidates

 Provides a structure and discipline for company to understand and structure all jobs and
ensure necessary activities, duties and responsibilities are covered by one job or another
Provides continuity of role parameters irrespective of manager interpretation
Enables pay and grading systems to be structured fairly and logically
Prevents arbitrary interpretation of role content and limit by employee and employer and
manager
Essential reference tool in issues of employee/employer dispute
Essential reference tool for discipline issues
Provides important reference points for training and development areas
Provides neutral and objective (as opposed to subjective or arbitrary) reference points for
appraisals, performance reviews and counseling
Enables formulation of skill set and behavior set requirements per role
Enables organization to structure and manage roles in a uniform way, thus increasing
efficiency and effectiveness of recruitment, training and development, organizational
structure, work flow and activities, customer service, etc
Enables factual view (as opposed to instinctual) to be taken by employees and managers in
career progression and succession planning
Use of Job Description:

A Job description includes the jobs functions and obligations and specifies the persons responsibilities.

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

Job descriptions are used for many purposes, including the following

Establishing a rational basis for the salary structure

Clarifying relationship among jobs

Helping analyze employees duties

Defining the organizational structure and support

Reassigning and fixing functions and responsibilities

Evaluating job performance

Orienting new employees

Assisting with hiring and placement

Establishing lines of promotion

Identifying potential training needs

Critically reviewing the existing work practices

Maintaining continuity of all operations

Improving the work flow

Providing data as to proper channels of communication

Developing job specifications

Serving as basis for planning staffing levels

Elements of Job Description / Job description template:

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

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

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

Position reports to ( Director ,Principal, Chief Nursing Superintendent, Line Manager title, location, and
Functional Manager, location if matrix management structure)

Job skills: Knowledge, skills, and education

Job Purpose Summary (ideally one sentence)

Dimensions/Territory/Scope/Scale indicators (the areas to which responsibilities extend and the scale of
responsibilities - staff, customers, territory, products, equipment, premises, etc)

Organizational chart

Problem solving examples

Environment

Key contacts

References guiding the incumbents actions

Supervision given and received

Date and other relevant internal references

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

Job Description of Nursing Instructor:

These all areas of responsibilities as comparatively Pakistan Nursing Council (PNC) has written for
nursing instructors (N/I) that Nursing Instructors will perform beyond and extended in their actual placement
they work as;

Activities of Nursing Instructor:

Clinician:

 Give direct patient care in selected patient situations and serve as behavioral model for
excellence in practice
Assist the nursing personnel in assessing individual patients needs and for mutation of a plan of
nursing care, write nursing orders, when appropriate, for implementation of nursing plan; assist
the nursing personnel in documenting the effectiveness of the individualized care
Set evaluate, and re-evaluate standards of nursing practice
Evaluate nursing care given, to patients written the clinical area assessing and teaching
Function as a change agent; identify the barriers to more comprehensive health care delivery,
modify behaviors and introduce new approaches to patient care
Collaborate with other health care providers and make appropriate referrals when necessary

Teacher:

Provide an atmosphere conductive to learning

Teach appropriate preventive measures to clients

Direct the orientation of new staff and student nurse

Consider the needs of the adult learners as well as

Clinicians knowledge and expertise

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

Guide and assist staff and nursing students

Administrator:

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

Work collaboratively with hospital personnel

Make recommendations relative to improving patient care

Support and interpret the clinical policies and procedures

Self-Development:

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

Evaluate own nursing practice and instruction of others

Consultant:
Conduct informal conferences with nursing personnel

Assist personnel to develop awareness of community agencies

Serve as a resource person and their families

Researcher:

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

Conduct research studies to up grade independent nursing practice

Demonstrate knowledge of the current research

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

Promote interest in reaching and reviewing of current publications

Pakistan Nursing Council (PNC) classified the position of clinical nursing instructors job description
job specification, educational / professional qualification, experience and training, knowledge, skills, abilities
and traits and duties and responsibilities specified job description by(Pakistan Nursing and Midwifery Council)
PNMC as under:

Knowledge, Skills, Abilities and Traits:

Communication skillfully
Promotes the spirit of inquiry
Relates knowledge from other disciplines for nursing
Fosters self evaluation
Provided constructive feed back to the students
Is proficient in clinical practice
Uses principles of teaching / learning effectively
Professional Knowledge:
Bass clinical and classroom teaching a relevant Knowledge
Demonstrates Knowledge base in area of practice and accountable successfully
Uses principles of teaching and learning effective
Interprets course objectives appropriately
Demonstrates competence in a variety of teaching formats and situations
Demonstrates ability to promote self directed learning and enquiry process
Identifies learning problems and seek appropriate consultation
Clinical Competence:

 Demonstrates clinical competence as a professional nurse

Serves as an effective rile model for students in clinical area
Course and Curriculum Development:
Assist in course development, preparation of course outline, learning resource, evaluation methods
Demonstrate sound knowledge theory and practice relevant to assigned courses
Contributes to curriculum design and evaluation with guidance
Job Analysis:
Job analysis is used to establish board certification in nursing specialties, ergonomic criteria for shift
workers, licensure examination for registered nurses
Job descriptions for nurse editors, compensation systems, redesign for effective and efficient systems of
care
To develop interviewing techniques for hiring the right applicants
Conclusion:
Legal, regulatory and accrediting requirements
Meet the licensing laws of the state, rules of accrediting agencies
Determine job ratings and classifications
Determine whether job is exempt or non-exempted
Recruit, select, evaluate and retain employees
Performance appraisal, the setting of objectives, and job descriptions are control devices
They are increasingly bureaucratic, run by experts and out of touch with the world of human relations
They promote stability at the expense of flexibility
The alternative is coaching and teaching values
Most job descriptions are not read or adhered by successfully workers
Role development of nurse specialists is defined in evoking job description of practice from novice to expert
This role development is being shaped by health care policy
To managed care, available resources, increased job complexity and relationships between job satisfaction
and organizational climate
The new career models are funded on self responsibility, entrepreneurial aptitude, vision and personal
empowerment
The case manager nurse of the 21st century is forward thinking flexible and solution oriented

Job description: Job description is written record of principal duties and scope of responsibility for a particular
job, together with the required employee characteristics. As stated earlier, a job description is a written
statement of the specific functions which the individual worker is expected to perform, the requirements for the
job and the relationship of the workers with other personnel in the organization structure.
There is a need for job descriptions, because it is learnt that through some studies, most workers function in a
mechanical fashion and are not conscious of the role assigned to them and also lead to various problems
particularly in team functioning. There are number of ways in which a job description can be used which make
it advantageous to the development of the services.
Job description is a contract that should include the jobs functions and obligations and specify the person to
whom the employee is responsible. It is a written report outlining duties, responsibilities, and conditions of the
work assignment. It is a description of a job and not of a person who happens to hold that job.
Since the job descriptions are essential and they can be used to greater advantage, it should be developed on the
following basis: it should be based on the need of the service, it should be based on facilities and resources
available, it should be based on the organizational structure and policies of the agency, it should be based on the
preparation of the personnel available, e.g. Certificate Nurses, Diploma Nurses, Undergraduate Nurses, and
Postgraduate Nurses of available budgeted positions.
Advantages of the job description:
The following are some of its uses and advantages: It helps to record data for job evaluation, It facilitates wage
and salary administration, It provides basis for manpower planning, It facilitates employment, recruitment,
selection, placement orientation, supervision and evaluation of employee, i.e. it: Assist in interpretation to the
authorities of the type of person needed for the job, Provides a basis for orientation for the individual employed
and for other personnel, so that all are familiar with what is expected of each one, Provides a basis for
supervision and for evaluation, It helps in establishing educational programs which meet the need of the service,
this refer to all educational programs, i.e. basic, post basic and in-services, It facilitates sound organization,
clearly stated and definitely allocated functions for all personnel are essential for the maintenance of wellorganized service, It promotes efficiency and economy by helping to prevent overlapping or duplication of
effort and the faulty use of existing personnel, It promotes good morale by helping the administration to deal
intelligently with problems and to establish definite lines of promotion, It provides for data for job
classification, equitable wage and salary can be established and maintained.
Many changes in the dynamic environment of a health care agency, such as changes in personnel, departmental
or agency objectives, budget, and technology, create the need for periodic review and revision of job

descriptions. Time should not be wasted preparing job descriptions that will not be put to use. Job descriptions
should be available to all personnel so that they will know the dimensions of their jobs. Who in the agency can
help them in their work, how their performances will be evaluated, and the opportunities for advancement. To
make the data more useful, numerical values may be assigned to the important elements of the specific duties.
To avoid bias, data for job descriptions should be gathered from several resources. Data may be collected by
interviewing the job incumbent, having an incumbent keep a log of duties performed during a specific time
period. Observing the person and having the person fill out a questionnaire.
Nursing Superintendent Grade II:
Educational qualification: General: Pre-university course/ 10+2 or equivalent exam, Professional: 3 years
General Nursing/9 months/ 6 months Midwifery/ Psychiatric Nursing Diploma/ Certificate, recognized by
Pakistan Nursing Council, Revised General Nursing and Midwifery/ Psychiatric Nursing Diploma/
Certificate Recognized by Pakistan Nursing Council.
Or Basic B.Sc Nursing from a Recognized University according to Pakistan Nursing Council norms,
Registration: Registered with the Pakistan Nursing Council, Experience: should have experience as senior staff
nurse.
Standard Norms: Since it is the second level nursing supervisory role, it needs at least the nursing
superintendent grade II for three senior staff nurses.
Job summary: She/he is responsible for developing and supervising nursing services of a department of a floor
consisting of two or more wards or units managed by the senior staff nurses. Theses units may be in-patient
wards, out patient department clinics, operation theaters, obstetric units, central supply department etc. she/he is
responsible to the nursing superintendent Grade I.
Patient care and ward/unit management: Organizes and plans nursing care activities of the department of floor
according to the hospital policies and service needs, Plans staffing pattern and the other necessary requirements
of her/his department, Complies and submits nursing statistics to the concerned authorities, Conducts and
attends to the departmental and interdepartmental meetings/ conferences from time to time, Makes regular
rounds of his/her department, Ensures to the safety and general dealings of the department, Looks into general
comforts of the patient and his/her relatives, Receives report from the Night Supervisor of her/his department,
Evaluates nature and quantum of care required in each unit/ward, Makes rotation plan for the nursing staff and
domestic staff under his/her jurisdiction, Plans ward management with the each ward/unit, Reinforces the
principles of good ward management in ward, Helps ward/unit supervisors to produce their ward/unit,

Supervises the proper use and care of the equipment and supplies in the department, Acts as the public relation
officer of the unit and deals with the problems faced by the ward, keeps the nursing superintendent grade I and
office informed of the needs of the nursing units/wads in her charge and of any special problem/problems,
Officiates in the Nursing Superintendent Grade I.
Educational Function: arranges classs and clinical teaching of nursing students in the department, related to the
specialty experience, implements the ward teaching programme and clinical experience of the students with the
help of doctors and nurses, Does counseling and guidance of staff and students, arranges and conducts staff
development programmes of her/his department, Assists in planning for and participation in the training of
auxiliary personnel.
General: Escorts Nursing Superintendent Grade I, Medical Superintendent, and special visitors for hospital
rounds, Arranges and participates no professional and social function of staff and students, Acts as a liaison
officer between the nursing department and higher hospital authorities, Carries out any other duties delegated by
the Nursing Superintendent Grade I.
The Nursing Superintendent Grade I
Educational qualification: General: Pre-university course/ 10+2 or equivalent exam.
Professional: 3 years General Nursing/9 months/ 6 months Midwifery/ Psychiatric Nursing Diploma/
Certificate, recognized by Pakistan Nursing Council. Revised General Nursing and Midwifery/ Psychiatric
Nursing Diploma/

Certificate Recognized by Pakistan Nursing Council.

Or basic B.Sc Nursing from a Recognized University according to Pakistan Nursing Council norms.
Registration: Registered with the Pakistan Nursing Council. Experience: should have experience as Nursing
Superintendent Gr II.
Standard norms: There should be one Nursing Superintendent Gr I for 200 bedded hospital, one Nursing
Superintendent Gr I for 2-4 Nursing Superintendent Gr II.
Job summary: Nursing Superintendent is responsible to the Medical Superintendent, in a hospital having 200 or
above bed strength. She is accountable for the safe and efficient running of the various nursing departments in
the hospital. She is assisted in carrying out her duties, by the Deputy Nursing Superintendent/ Assistant Nursing
Superintendent, ward supervisor and clerical, linen room and domestic staff.

Nursing services: Participates in the formulation of the philosophy of the hospital in general and those specific
to the nursing service, Determines goals, aims, objectives and policies of the nursing services, Implements
hospital policies and rules through various nursing units, Decides and recommends personnel and material
requirement for running various nursing services departments of the hospital, Interviews and recruits nursing
staff,
Assist in student selection and recruitment of other auxiliary staff whose duties are related to nursing, ensure the
safe and efficient care rendered in the various nursing departments of the hospital, Make regular visit hospitals
and wards, Checks if standard of care is maintained and patients are nursed in a clean, orderly and safe
environment, Takes hospital rounds with Medical Superintendent, Selects and secure proper equipment needed
for the hospital or nursing home, Looks after the welfare of the patients, their relatives and nursing staff,
Prepares budget for the nursing services department, functions as a member of the condemnation board for linen
and other hospital or nursing home equipments, Prepares duty roster, plans staff leave and disburses salary,
Gives counseling and guidance to the subordinate staff, Maintains discipline among nurses and other auxiliary
staff, Enforces implementation of the hospital rules, regulations and policies, practices in hospital and interhospital meetings/ conferences, Investigates complaints and takes necessary steps, Evaluates confidential staff
reports and recommends for promotion or higher studies, Plans staff development programs and arranges for inservice education and orientation programs etc, Inspects hospital kitchen and dietary services of the hospital,
Arranges students clinical experience and council examinations,
Initiates and participates in nursing research, Supervision, guidance and control of Group D employees of the
hospital.
General and Office Duties: Attends to general correspondence, Maintains necessary records concerning the
nursing staff, students, confidential reports and health records etc,
Submits annual reports of the nursing service departments to Medical superintendent, and Pakistan Nursing
Council, Participates in professional and community activities, Maintains cordial relations with public and
voluntary workers.
Nursing Tutor/ Clinical Instructors:
Title: Nursing tutor in School of Nursing, Nursing Instructor in college of Nursing.
Educational qualification: General: Pre-university course/ 10+2 or equivalent exam,
Professional: B.Sc, Nursing ( Post-graduate) or M.Sc, Nursing or equivalent examination
Registration: Registered with Pakistan Nursing Council, experience should have as staff nurse not less than 5
years.

Standard Norms: According to Pakistan Nursing Council.

Job Summary: She/he is teacher in nursing school, responsible to the vice principal/principal of the nursing
school and responsible for planning and implementation of teaching programme and assists in administration of
school of nursing.
Academic Function: Responsible for planning and implementation of teaching programme, Teaching subjects in
the curriculum, Overall supervision of clinical teaching programme subjects in hospital/community health
setting, Maintains classroom equipments, supplies and teaching aids, Conduct test for (theory and practical) and
evaluation of students assignment and performance, Preparing teaching materials and implementing it under the
guidance of other teachers, Helping the students with extra-curricular activities.
Administration and Evaluation: Assisting in the administration of the school of nursing, Supervision of student
health, welfare and security, Assisting the selections of students and administration, Assisting in examination,
tests (sessionals and terminals), Supervision of living condition of students in the hostel, Assist in teaching of
other categories of personnel in the hospital and community, assisting in the procurement of school supplies and
equipment, Assisting in the library work, Assisting in maintaining school records, Planning and implementation
and evaluation of specification courses, Shall carry out any other duties assigned by the principal or head of the
department in the interest of education.
Principal School of Nursing:
Title: Principal, School of General Nursing/Midwifery or Psychiatry.
Educational qualification: General: Pre-university course/ 10+2 or equivalent exam,
Professional: Master degree in nursing recognized by Pakistan Nursing Council, or
BS.c, Nursing (Post-Certificate), Registration: Registered with Pakistan Nursing Council,
Experience: Should have teaching experience in School of Nursing not less than 5 years.
Standard Norms:As per Pakistan Nursing Council.
Job Summary: Principal, the administrative head of the General Nursing School will be responsible to the
Medical Superintendent or District Surgeon of the Hospital. Once the financial control of school handed over to
the principal, he/she shall be directly responsible to the directorate of Medical Education and Directorate of

Health and Family Welfare Services. As the head of the school she/he will be responsible for the smooth
implementation of the PNC syllabus and school administration.
Duties and Responsibilities:
Administrative:Advertising and calling for candidates for nursing programme, Scrutinizing applications,
preparing merit list and calling them for interview, Conducting interview through the set-up committee and
selecting candidates and informing them,
Planning for orientation programme for new students and staff, Distributing teaching work load and
departments to each other along with teaching materials connected with that, e.g. nursing arts, anatomy,
physiology, etc, Carrying out correspondence with other departments, agencies, or individuals in connection
with the programme, Maintaining students records, admission register, results, registers master roll call for staff,
teachers and student etc.
Principal College of Nursing:
Title: Pincipal, College of Nursing.
Educational qualification and experience: general: Pre-university course/ 10+2 or equivalent exam,
professional: M.Sc, Nursing or equivalent degree or PhD in nursing or other equivalent doctoral degree,
registration: registered with Pakistan Nursing Council. Experience: teaching in college not less than 5 years.
Standard norms: as per Pakistan Nursing Council.
Job summary: Principal, College of Nursing is the administrative head of the college of nursing, will be directly
responsible to the Director of Medical Education/Director of Health and Family Welfare Services and
responsible for implementation and revision of curriculum for various courses, and research activities of the
college of nursing.
Duties and responsibilities of nursing:
Administrative: planning, develops philosophy and objective for educational program, identifies the present
needs related to educational program, investigates, evaluates, and secures resources, formulates the plan of
action, selects and organizes learning experiences.

Organizing: determines the number of position and scope and responsibility of each faculty and staff, analyses
the job to be done in terms of needs of education program, prepares the job description, indicates line of
authority, responsibility in the relationship and channels of communication by means of organizational chart and
other methods, considers preparation, ability and interest personally in equating responsibility, delegates
authority commensurate with responsibility, maintain a plan of work load among staff members, provides an
organizational framework for effective staff functioning such as meeting of the staff etc.
Directing: recommends appointment and promotion based on qualification and experience of the individual
staff, scope of job and total staff composition, subscribes and encourages developmental aspects with reference
to welfare of staff and students, directs activities of staff working under, provides adequate orientation of staff
members, guides and encourages staff members in their job activities, constantly makes administrative decision
based on established policies, facilitates participation in community, professional and institutional activities by
providing time, opportunity for support for such participation, creates involvement in designing educationally
sound program, maintenance of attitude rightly acceptable to staff and learners, provides for utilization in the
development of total program and encourages their contribution, provides freedom for staff to develop active
training course within the framework of curriculum, promotes staff participation in research, procures and
maintains physical facilities which are of a standard.
Coordinating: coordinates activities relating to the program such as regular meetings, time schedule,
maintaining effective communication etc. Intimates ways of communication. Interprets nursing education to
other related discipline and to the public.
Controlling: provides for continues follow up and revision of education program. Maintains recognition of the
educational program by accrediting bodies, university etc. maintain a comprehensive system of records.
Prepares periodic report which reviews the progress and problems of the entire program and presents plans for
its continuous development. Prepares, secures approval of and administrates the budget.
According to Pakistan Nursing Council:
Nursing superintendent: Asst. Nursing Superintendent/ clinical supervisor/ clinical nurse specialist and 12 years
experience in BPS17 and above.
Deputy Nursing Superintendent: clinical nursing supervisor and 7 years experience in BPS 16

Principal School of Nursing: Diploma in Nursing, Midwifery, DWA, DTA and 17 years experience in BPS17
(duly registered with Pakistan Nursing Council).
Nursing Instructors: Diploma in Nursing, Midwifery, DWA, DTA and 2 years experience in teaching and 5
years clinical experience of charge nurse (duly registered with Pakistan Nursing Council).

Reference:
Pakistan Nursing Council (PNC) (1999). Job description of all categories of Nursing Personnels. P.N.C.
Islamabad
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