Manager, Respiratory Services

Description

The Manager of Respiratory Care coordinates all clinical activities of the Respiratory Care Department throughout MedCare. The Manager is responsible for the implementation and maintenance of all policies/programs which support the mission, vision and Strategy Map of MedCare. The Manager is responsible for assisting with monitoring of patients’ conditions; keeping members of the respiratory department informed of changes; and providing life-sustaining services where applicable.

Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to MedCare’s missions, vision and values.

Core Essential Functions: 

1. Regular, consistent, on-site, and timely attendance. 

2. SAFETY: Safe Environment 

Safety of patients and employees

1. Establishes and maintains a safe working environment; assures staff comply with safety, environmental, and infection control guidelines. 

2. Assures proper use of safety equipment and devices; holds individuals accountable if non-compliant. 

3. Assures completion of staff competencies including mandatory education and programs relative to job specific criteria. 

4. Promptly investigates and resolves Significant Occurrence Reports and incident reports as necessary. 

QUALITY: Quality of Work: Completion of work without error, customer satisfaction, communication

1. Aligns strategic compass with department goals; writes compelling SMART   goals in support of the organization's mission, vision, and values. Helps   employees understand importance of aligning goals with MedCare’s mission. 

2. Equitably and consistently applies and practices policies and   procedures for all staff. 

3. Practices and encourages staff readiness in compliance with agency   regulations and guidelines. 

4. Improves HCAP scores according to fiscal year targets; demonstrates   year after year improvement in service to internal and external customers. 

5. Responds to client service recovery issues within required time frame and to the satisfaction of the customer. 

6. Holds regular department meetings, assuring off shifts and satellite offices receive timely and accurate information. 

7. Maintains a daily meeting board for purpose of displaying problem solving activity. 

8. Builds and strengthens relations through the fostering of two-way communication; diffuses sources of conflict. 

9. Provides opportunities for staff to actively provide input into decision making process; seeks input before decision is made. 

10. Encourages commitment of quality work throughout areas of responsibility. 

PRODUCTIVITY: Productivity: Volume fluctuations, throughput, length of stay, delivery of care

1. Understands and effectively deploys the LEAN tools to streamline work processes, eliminating waste and redundancy while improving productivity. 

2. Acts on most urgent tasks; prioritizes and delegates workable systems. 

3. Uses critical thinking skills to proactively resolve key issues that are possible de-raiders to productivity and engagement. 

4. Leads at least one process improvement initiative for department per year; participates in at least one LEAN project per year outside of department. 

5. Clearly articulates what is expected of individuals and provides them with the materials and equipment to do their work. 

6. Adheres to Premier benchmarks for own department 

HUMAN DEVELOPMENT: Development of individuals at all levels: Compliance, staffing, recognition, talent management, training and development

1. Utilizes employee engagement survey results in carrying out impact plans; demonstrates employee engagement by employee satisfaction results from   survey to survey. 

2. Establishes performance measures to equitably evaluate staff using objective and job-based criteria, coaches toward compliance and addresses variances. 

3. Provides regular feedback, praise, and recognition, rewards accomplishments and results appropriately. 

4. Holds staff accountable for consistently modeling the behavioral standards. 

5. Identifies, evaluates, and selects internal and external talent, assuring an acceptable fit with MedCare desired culture; effectively matches right person to right job. 

6. Provides opportunities for the education, training, and development of staff to help them reach their highest potential. 

7. Offers stretch assignments; creates actionable development plans; encourages learning from setbacks and for future development. 

8. Actively supports and participates in succession planning initiatives; identifies high potentials and prepares them for possible future leadership opportunities within MedCare. 

9. Takes responsibility for own professional growth and development; attends required EHA leadership programs; networks with colleagues to seek out best practices 

10. Introductory, transfer and periodic appraisals are required to be completed timely adhering to performance management guidelines. All Performance Management (introductory, transfer and periodic appraisals) must be completed in a designated   electronic format. 

GROWTH AND MARGIN: Financial Decision Making: Inventory, waste, occupancy, expenses, revenue, budgeting

1. Considers financial impact of decisions; uses financial concepts for decision making; monitors financial performance. 

2. Develops and manages department budget at or below budget expectations and consistent with adjusted volume variations. 

3. Identifies and implements revenue enhancement opportunities. 

4. Seeks opportunities to reduce operating costs while balancing quality resources. 

5. Submits timely variance reports that display knowledge of expenses and demonstrates continual plans to reduce variances; operates each year more effectively than one before. 

6. Stretches capital resources by extending life of existing assets. 

7. Coordinates the selection of vendors through established internal procurement procedures in an effort to drive down supplier costs while maintaining quality standards.

Specialty Essential Functions:

1. Maintains Technical Expertise and serves as a clinical role model 

• Capable of performing all core functions of the RRT & Clinical Field Specialists 
• Capable of performing all specialty functions of the RRT & Clinical Field Specialists

2. Monitors and implements changes to ensure quality respiratory care services 

• Analyzes changes in standards of care set-forth by DOH, The Compliance Team, CAP and makes appropriate policy changes 
•  Ensures all staff members are compliant with policy and procedures changes 
•  Ensures patient care plans are evaluated and documented as per policy

3. Identifies and recommends changes in technological advances: 

• Stays abreast of current trends in the field of respiratory care. 
• Makes appropriate recommendations for changes in technologies that are most effective and economical. 
• Research clinical viability of new procedures/technologies. 
• Facilitates employee education related to new procedures/technologies.

4. Assures medical equipment is properly maintained and replaced as necessary: 

• Monitors manufacturer recommended service cycles and ensured compliance. 
• Recommends equipment due for replacement through the budgetary process.   
• Keeps all necessary paperwork for inspection agencies organized and up to date.

5. Represents the Respiratory Care Department in matters relating to the provision of care across the continuum. 

• Keeps department director informed of all changes within an acceptable time frame. 
• Interacts with physicians, hospital personnel and other individuals relevant to the provision of patient care 
• Reports all quality and safety issues to the appropriate departments.

6. Other 

• Maintains OSHA recordable at below the Excela Health yearly threshold for the respiratory department. 
• Continuous Improvement Board updated displaying quality improvement in the department. 
• Turnover goal set by the system. 
•  Maintains supply cost at budget or better than budget.

Marginal Functions: Defined as duties that are not essential in nature and do not take a considerable amount of time to   complete (less than 10%).

1. Provides mentoring support for RRT/Clinical Field Specialists as requested 

2. Operates standard office equipment. 

3. Facilities inspections by licensing agencies. 

4. Participates in courses, seminars, workshops and meetings to maintain professional growth. 

5. Maintains professional network and organization memberships in professional organizations. 

6. Performs other duties as required. 

Requirements

Education:

• Completion of bachelor’s degree in   a Related Field or Actively Pursuing Coursework toward Degree 

• Completion of an accredited   Respiratory Therapy Program

Certification / Licensure / Regulation:

• Current licensure to practice in   the State of Pennsylvania and in state of West Virginia (where applicable) state of Ohio (where applicable) and State of New York (where applicable) 

• Current Certification or   Registration by the National Board for Respiratory Care 

• Current CPR (BLS)

Prior Experience:

• 3-5 years progressively more responsible experience in the field of respiratory care and ability to demonstrate knowledge in:(a) Respiratory Care and Equipment, (b) Department Operations, (c) Regulatory Agency Compliance 

Other Skills and Abilities:

1. Functional Skills on PC and Related Software (Microsoft Office)

2. Knowledge of basic Office Equipment such as copier, fax machine, etc.

3. Proficiency in the use of Excel Spreadsheets, PowerPoint, and various software programs

4. Proficiency in Microsoft Office including Outlook

5. Excellent communication, interpersonal and organizational skills

6. Strong leadership ability, independent thinking and decision-making ability; analytical problem-solving skills, sound judgment; excellent oral and written communication skills, must be able to function in a team environment.

Physical Requirements / Working   Conditions: 

These are physical and mental requirements of the position as it is typically   performed. Inability to meet one or more of these physical or mental requirements will not automatically disqualify a candidate or employee from the position. 

Upon request for a reasonable accommodation, the Company may be able to adjust or excuse one or more of these requirements, depending on the requirement, the essential functions to which it relates, and the proposed accommodation.

· Sitting for extended periods of time.???? 

· Manual dexterity for typing and writing.??? 

· Ability to read small print and view a computer screen for prolonged periods.???? 

· Ability to lift, push, pull, or carry objects up to 10 pounds.???