Clinical Manager - NICU

Job ID 66085 Location Colorado Springs Full/Part Time Full-Time Regular/Temporary Regular Why Work at Children's.... Children’s Hospital Colorado, Colorado Springs is a top-ranked hospital located in a top-ranked city. With a regional team of more than 1,000 team members, Children’s Colorado has been present in southern Colorado since 2001 and now has team members at five locations providing outpatient specialty care, emergency care, inpatient care and therapy care. Children’s Hospital Colorado, Colorado Springs is the first pediatric-only hospital in the region and includes the region’s only emergency department and operating rooms built just for kids and served by pediatric experts who have dedicated their lives to treating kids – and only kids – and who are directly linked to one of the country’s leading pediatric academic medical centers. This opportunity gives you the ability to lead a diverse team of pediatric experts at one of the top-ranked children’s hospitals in the nation, according to US News and World Report, while living and being a part of a community that ranks “#1 Most Desirable Place to Live in the U.S.,” according to the US News and World Report. A career at Children's Colorado will challenge you, inspire you and motivate you to make a difference in the life of a child. Learn about Children’s Colorado and our culture: https://www.youtube.com/user/thechildrenshospital Find out more about living and working in Colorado Springs: http://www.choosecoloradosprings.com/ Additional Information Department: CSH NICU Hours per week: 40, eligible for benefits Shift: Variable. Nursing Leadership for NICU.  Job Overview The Clinical Manager is responsible for directing and managing the daily operations of a direct patient care department to ensure policies, procedures, and guidelines are being followed; providing clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes; and ensuring compliance with quality and safety initiatives and practices. The Clinical Manager ensures the accomplishment of organizational goals and objectives to improve healthcare performance and patient experience of care in a cost-effective manner. The Clinical Manager is a partner with others in the healthcare leadership team to enhance clinical practice by coaching for performance and promotion of professional growth. Finally, the Clinical Manager   provides leadership in managing department team members and patient/family experiences. Responsibilities POPULATION SPECIFIC CARE Neonate - <30 days Infancy - >30 days to 1yr Toddlers - >1yr to 3yrs Pre-Schoolers - >3yrs to 5yrs School age - >5yrs to 13yrs Adolescent - >13yrs to 18yrs Adult - >18yrs to 65yrs ESSENTIAL FUNCTIONS An employee in this position may be called upon to do any or all of the following essential functions. (These examples do not include all of the functions which the employee may be expected to perform.) Directs and manages the daily operations of the department to ensure policies, procedures, and guidelines are being followed. Utilizes evidence-based practice to develop and maintain policies, procedures and guidelines for practice. Develops and communicates departmental strategic plan and annual goals, ensuring employees are focused on priorities. Ensures the accomplishment of organizational goals and objectives to enhance clinical practice and professional growth. Provides clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes for infants and children with complex health care needs. Represents the department in meetings senior leadership or with leaders from other areas of the hospital. Serves as a representative on various committees. Fosters collaborative relationships that benefit the organization. Interprets and explains regulatory standards and hospital policies, procedures, and rules to employees and ensures compliance with applicable quality and safety initiatives and practices. Ensures staff and financial resources are utilized appropriately and shifts resources to meet both patient and department needs within budget restraints. Resolves escalated, complex, or controversial operational and patient/family issues, making decisions that are inclusive of multiple perspectives and solves underlying problems. Establishes performance metrics for department. Works with Associate Clinical Managers to achieve department outcomes, performance and professional development standards; identifies opportunities for continual improvement to performance standards.  Continuously strives to improve clinical, educational, research, and advocacy programs in department; sets and models high performance standards that empower staff to achieve agreed upon outcomes. Encourages clinically-based research projects to evaluate practice outcomes and mentors department team members in creating/evaluating projects. Selects, trains, develops, and evaluates department team members. Creates a worker-friendly environment that develops and realizes the full potential of department team members. Makes decisions on hiring, terminations, promotions, and disciplinary actions as required, taking into consideration feedback from Associate Clinical Managers. Develops departmental budget recommendations, and monitors expenditures to ensure compliance organizational financial goals. Other Information SCOPE AND LEVEL Guidelines: Guidelines are in the form of stated vision and objectives for the division or agency. 2nd level manager directs and manages an operational and/or a functional area by developing objectives and strategies. Work is operational in nature. Complexity: Duties performed include operational and organizational planning, developing standards, schedules, priorities, guidelines, processes, measurement (evaluation) systems, implementation of production and performance management standards, and allocating resources. Decision Making: Determines strategy priority shifts for the agency or department. Communications: Contacts where the exchange of information, support, influence, and cooperation may have a very significant impact on the division, programs, and/or policies of the organization. Supervision Received: Director may review work for soundness of judgment and conclusion. COMPETENCIES OPERATIONAL DECISION MAKING - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria. DRIVING FOR RESULTS -Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement. COACHING & DEVELOPING OTHERS - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities. LEVERAGING DIVERSITY -Working effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; making the most effective use of the capabilities, insights, and ideas of all individuals. BUILDING A SUCCESSFUL TEAM - Using appropriate methods and a flexible interpersonal style to help build a cohesive team; facilitating the completion of team goals. SELECTING TALENT -Evaluating and selecting internal and external talent to ensure the best match between the individual and the work requirements. CUSTOMER FOCUS -Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers’ and own organization’s needs. CONTINUOUS IMPROVEMENT-Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas, and implementing solutions. ALIGNING PERFORMANCE FOR SUCCESS -Focusing and guiding others in accomplishing work objectives. BUILDING TRUST - Interacting with others in a way that gives them confidence in one’s intentions and those of the organization. GAINING COMMITTMENT -Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations, and individuals involved. LEADING THROUGH VISION AND VALUES-Keeping the organization’s vision and values at the forefront of associate decision making and action. FACILITIATING CHANGE -Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace. EMPOWERMENT/DELEGATION -Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit’s strategic priorities. MANAGING CONFLICT -Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people. Qualifications EDUCATION – Bachelors of Science in Nursing (BSN) required. Masters of Science in Nursing (MSN) or Master’s in health related field required. EXPERIENCE - Five years of clinical experience, to include two years at the type and level of an Associate Clinical Manager. LICENCURES/CERTIFICATION(S) – Registered Nurse (RN) License. BLS/CPR from the American Heart Association with at least 6 months left before expiration is required upon hire. American Nurses Credentialing Center (ANCC) Certificate; and Magnet recognized Certificate. Physical Requirements Body Movement Will frequently stand/walk for 6-8 hours per day. Will frequently use hands while keyboarding and writing. Will frequently sit for 2-4 hours per day while accessing computer, talking on the telephone, and while attending meetings. Back and Upper Body (lifting and carrying) Will occasionally lift/force exerted up to 100 pounds. ¿Vision Constantly uses sight in performance for daily job duties. Hearing Constantly uses hearing in performance for daily job duties. Others Able to assist or assume direct patient care as census directly permits. Exposure to unsteady or falling patient: In the course of transferring a patient, may encounter a patient who falls or loses balance, causing employee to fall and/or bear the full weight of a patient. WORK ENVIRONMENT Exposure: Exposure to blood/body fluid: Regular/Frequent. Exposure: Exposure to heights: Occasional. Exposure: Exposure to infectious diseases: Frequent. Exposure: Exposure to lung irritations: Occasional. Mental and Emotional Requirements: Independent discretion/decision making. Mental and Emotional Requirements: Makes decisions under pressure. Mental and Emotional Requirements: Manages stress appropriately. Mental and Emotional Requirements: Works with others effectively. Equal Employment Opportunity It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation.  Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information. #LI-TS Salary Information Annual Salary Range (Based on 40 hours worked per week): $90,743.16 to $136,114.74 Hourly Salary Range: $43.63 to $65.44 Benefits Information As a Children’s Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, 403b employer match (retirement savings), and a robust wellness program.

Salary : $44 - $65