Nurse Manager, Emergency Department at Pennsylvania Hospital

Responsibilities

• Employees Satisfaction: Regularly meets with employees to improve communication and to build productive relationships.
• Direct and champions performance improvement in diverse areas of focus, including but not limited to, patient satisfaction, patient care quality, patient safety, clinical efficiency, and work environment.
• Analyze employee satisfaction data & identify opportunities for improvement.
• Collaborate with staff to develop action plans.
• Implement and follow through with action plans.
• Focus energy on collaboration and not blame using a Just Culture framework.
• Internal Partnerships: Works with UPHS leadership, clinical leadership, and entity leadership in developing programs, services and initiatives to anticipate future customer needs, build customer loyalty and generate profitable growth.
• Establish/update processes and work practices for the unit/department.
• Manage and eliminate process workarounds by appropriately and consistently sharing with organizational partners the issues which require their attention.
• Review survey comments and follow-up where appropriate on a regular basis.
• Analyze the data and identify opportunities for improvement.
• Share data with staff and mutually identify opportunities for improvement within the department’s span of influence.
• Manage team and individual performance in alignment with the UPHS vision of service excellence.
• Drive patient/client loyalty and physician referral by ensuring staff under your supervision understand the UPHS commitment to service, their own work processes, and have the necessary skills to meet service expectations.
• Manage patient/client complaints and provide timely follow up to ensure satisfaction.
• Ensure that staff understand and demonstrate service recovery commitment.
• Establish/update processes and work practices for the unit/department.
• Communicate, reinforce, and update as necessary environment of care procedures, (e.g. safety, security, hazardous materials, emergencies, medical equipment, and utility management.)
• Continuously improve unit/department operations to maintain and exceed internal/external regulatory compliance and achieve clinical excellence.
• Participates in and supports patient safety goals and initiatives (FMEA, RCA).
• Manage team and individual performance in alignment within the Institute of Medicine’s (IOM) Six Aims for Improvement.
• Communicate roles, accountabilities and performance measures to all staff.
• Identify unit quality metrics, review and track regularly.
• Regulatory Compliance (In partnership with Leadership Team): Ensures compliance with all federal, state and local regulatory standards and requirements, including TJC Department of Health, funding agencies, FDA, HIPAA, HCFA, DPW and others.
• Demonstrates understanding Magnet standards and aligns organization to meet them.
• Change Management: Proactively develops change management strategy for major organizational activities and events.
• Implements change management strategy within Nursing and UPHS in alignment with UPHS objectives.
• Identifies and facilitates agreement of major messages which are consistent regardless of audience, credible and reflects UPHS’ core values.
• Communication plans are effectively implemented.
• Ensures appropriate follow-up of major issues.
• Evaluates effectiveness of change and implementation plans.
• Nursing Leadership: Provides vision and leadership for Nursing Practice Model.
• Participates in the selection, career development and annual performance review of their staff and peers as requested.
• In cooperation with interdisciplinary colleagues, assists in improving system-wide capability by capturing and sharing best practices across the Entity.
• Collaborates with other Nurse Managers and leaders in rapid and effective implementation of these best practices in ways appropriate to each health delivery setting.
• In collaboration with physicians and administration proactively promotes efforts to improve cost effective quality patient care.
• Shared Governance: Mentors unit council chair, providing problem solving, conflict resolution and meeting management support.
• Assumes accountability for scheduling release time for clinical nurses to attend Shared Governance Council meetings.
• Tracks clinical nurse release time for council meetings for budget monitoring and future budgeting considerations.
• Facilitates and supports unit council decision-making and action planning.
• Serves as an advisor to the unit council and its chair.
• Affirms unit council members’ development and skills and addresses ongoing educational needs.
• Evaluates outcomes of unit council against identified goals.
• Community: Represents the interests of the Pennsylvania Hospital in the served community.
• Participate on/in community boards, ad hoc committees and community organizations in area of responsibility or expertise.
• Supports requests for clinical experiences for area Schools of Nursing.
• Patient Flow: Promotes and helps maintain efficient patient flow initiatives through facilitation of Care Coordination activities.
• Collaborates with CPUP, physicians, and health care team members to facilitate strong interdisciplinary communication regarding patient flow.
• Utilizes available patient flow reporting, determines gaps in efficiency and work with the health care team to meet unit and system wide goals.
• Communicates patient flow successes and barriers to unit and department leadership.
• Evidence Based Nursing Practice: In collaboration with Clinical Nurse Specialist, shares/disseminates to Nurses, and other clinical leaders, and administrators throughout Entity, research-based clinical nursing interventions and health service delivery models that have demonstrated potential to improve patient care and achieve cost savings.
• Affords these Nurses in rapid and effective implementation of these best practices.
• Financial Management: Develop understanding of Revenue & Reimbursement in HealthCare.
• Develop budget for individual AU/Dept based on assumptions and decisions made by UPHS and Dept Leaders.
• Budget management for AU/Dept.
• Seeks opportunities to reduce supply costs.
• Review Financial Reports distributed via eBroadcast monthly or monthly financial tool to ensure all activity within an AU is expended in the month.
• Preview monthly expense reports to detect errors/discrepancies and resolve issues.
• Provide budget variance explanations to Finance/Division Business Manager and UPHS management monthly.
• Analyze and manage data as tools to manage expenses.
• Ensure Requestor/Drafter understands Material Management Processes.
• Support Supply Value Initiatives.
• Ability to balance financial and staffing models to achieve budget targets and organization objectives.
• Successfully negotiates resourcing needs across boundaries with partners as appropriate.
• Workforce Planning: Talent management plan in place for current and future staff.
• Succession plan in place for critical positions.
• Attract/Recruit: Recruitment of competent staff to meet operational needs (“scope of service” “products & services”) and who demonstrate the ability to be service orientation and align with the core values.
• On-Boarding: Proper orientation of staff to their roles, accountabilities and performance measures within probationary period.
• Development: Development of staff - Encourages continuous growth and helps staff to realize full potential by identifying stretch objectives and creating learning plans.
• Effective and timely performance management such that:
• Clearly defines work expectations,
• Recognizes and rewards individuals for a job well done,
• Addresses performance issues immediately and directly,
• Conducts performance appraisals annually.
• Retention: Employee retention strategy in place.
• Employee survey implementation and action planning.
• Positive employee relations, effective employee communications, employee total compensation is market based, and competitive employee recognition.
• Compliance: Ensures that Entity utilizes consistent, effective processes for establishing and monitoring the credentials of its nursing staff.
• Ensure continuous survey readiness, ensure department human resource management practices comply with labor law, state & federal requirements and employee safety.
• Credentials: BLS/CPR as a healthcare provider as per the American Heart Association required.
• Registered Nurse - PA (Required).
• Education or Equivalent Experience: Master of Science Nursing (Required for external candidates) and 5+ years Progressive nursing experience required with demonstrated leadership and management skills.
• Master’s degree preferred for internal candidates or must be enrolled in a Master's program (MSN preferred).
• Degree completion must occur within 2 years of start of position and 5+ years Progressive nursing experience required with demonstrated leadership and management skills.
• BSN Required.