Clinical Educator-PICU

DRISCOLL HEALTH PLAN

About The Position

Where compassion meets innovation and technology and our employees are family. Thank you for your interest in joining our team! Please review the job information below. Essential Duties and Responsibilities: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job description is not intended to be all-inclusive; employees will perform other reasonably related business duties as assigned by the immediate supervisor and/or hospital administration as required. Roles The CE functions in the following roles: Learning facilitator. The CE uses the educational design process to bridge the knowledge, skills, and/or practice gaps identified through needs assessment. Completes needs assessments, develops materials, tools and action learning plans to facilitate learner achievement of desired education outcomes. Teaches or facilitates service line specific, central or organizational content as assigned/needed. Change agent. The CE actively and positively works to transform processes through inspiration, initiation, adoption, and sustainment of and adaptation to change using project management and improvement processes. Mentor. The CE advances the profession and service line staff by contributing to the professional development of others and supporting life-long learning as individuals develop across practice, professional and educational settings. Leader. The CE influences the interprofessional practice and learning environments, the Nursing Professional Development (NPD) specialty, the profession ofnursing, and healthcare. Tracks and reports service line education requirements, completion and non-compliance. Champion for scientific inquiry. The CE promotes the generation and dissemination of new knowledge and the use of evidence to advance NPD practice, guide clinical practice, and improve patient care. Advocate for NPD specialty. The CE actively supports, promotes, and demonstrates nursing professional development as a nursing practice specialty. Partner for practice transitions. The CE supports the transition of nurses and other healthcare team members across learning and practice environments, roles, and professional stages. Responsibilities The CE is responsible for the following performance indicators (see performance indicator document): Orientation/onboarding. Onboarding is the fluid process of orienting, socializing, and integrating an employee to the organization with a focus on retention and growth. Orientation is one facet of the onboarding process and is comprised of an individualizedprogram to guide the new hire towards job competency. Orientation occurs during onboarding and also when changes in roles, responsibilities, and practice settings occur. Oversees orientee and preceptor development and process at the service-line level. Competency management. Competency management is a dynamic process designed to support ongoing assessment, evaluation of needs, development of curriculum/programs and documentation of performance. Education. Design educational activities to address practice gaps for identified target audiences, which may include patient education, continuing nursing education (CNE) guided by ANCC/TNA criteria, interprofessional continuing education (IPCE) and education for non-licensed healthcare personnel. May be required to become a CNE nurse planner if needed. Professional role development. The CE assists others in their professional role development, practice role transitions, and succession planning. Professional role development involves identification and development of strategies to facilitate a continuous process ofmaturation through lifelong learning. Research/Evidence-based Practice/Quality Improvement. Participation in research, evidence-based practice (EBP), and quality improvement (QI). CE’s promote research, EBP, and QI in patient care settings. Collaborative partnerships. CE’s collaborate with partners to share expertise in planning and decision making to achieve the desired results. Supervisory Responsibilities: NA Behavioral Expectations • Customer Service-Understands, utilizes and role models the Driscoll Way customer service standards with peers, leadership and internal and external customers. Meets customer needs while remaining a good steward of organizational resources. • Adaptability/flexibility- Demonstrates the ability to change behaviors and plans to meet rapidly changing/competing job demands (new or unusual situations). Receives change as a challenge. Revises plans to meet changing circumstances. Takes on new tasks as needed to support the department/service line. • Communication-Conveys information and shares ideas using the appropriate techniques to reach different audiences; promotes understanding and open information sharing. Listens actively; solicits and gives constructive and honest feedback. Is sensitive to the needs, ideas, and feelings of others. Develops and maintains rapport with others. • Team Player-Fully participates in maintaining a positive team environment that is conducive to customer satisfaction. Works effectively with a diverse group of people in pursuit of the organization’s goals. Shifts personal goals when necessary to focus on group objectives. Looks for ways to help others and to support their work. Initiates warm transfer techniques to refer customer service concerns to the right individual; does not display “it’s not my job” attitude. Values others’ contributions and shows respect for all individuals. • Accountability - Takes responsibility and ownership for delivering results through personal initiative and commitment. Willing to make recommendations and assume additional responsibilities. Organizes work and uses time efficiently. Takes the initiative to find additional work during slow or downtimes. Recommends innovative ways of doing work more efficiently and effectively. • Leadership - Exhibits confidence in self and others, inspires respect and trust. Reacts effectively under pressure and during change and motivates others to perform well. Demonstrates the ability to change behaviors and plans to meet rapidly changing/ competing job demands (new or unusual situations). Receives change as a challenge. Revises plans to meet changing circumstances.

Requirements

BSN or equivalent preferred. An associate degree in nursing or equivalent is required to start in the position. A Bachelor's degree (BSN) in nursing is minimally required within 2 years post orientation.
Five (5) years clinical nursing experience, with experience as a preceptor preferred.
Current RN Texas license
American Heart Association Basic Life Support (CPR) required pre-hire and continuously maintained. May onboard with AHA or Red Cross CPR and then transition to AHA upon first renewal.
Pediatric Advanced Life Support Provider (pre-hire preferred, required within 6 months of hire)
Advanced Specialty Courses as appropriate and required by service line i.e NRP for NICU, ENPC for ED
Instructor status for at least two advanced specialty courses as appropriate within 2 years of employment.
National Specialty Certification in specialty area or professional development is required and must be obtained upon reaching eligibility and maintained continuously thereafter.

Responsibilities

Learning facilitator
Change agent
Mentor
Leader
Tracks and reports service line education requirements, completion and non-compliance
Champion for scientific inquiry
Advocate for NPD specialty
Partner for practice transitions
Orientation/onboarding
Competency management
Education
Professional role development
Research/Evidence-based Practice/Quality Improvement
Collaborative partnerships