Nurse Manager, Medical ICU and Critical Care Float Pool

Oregon Health & Science University•Portland, OR

21d

About The Position

The Nurse Manager of the Medical ICU (MICU) and Critical Care Float Pool (CCFP) is responsible for the operational oversight of the 16-bed MICU as well as the registered nurses who are members of the Adult CCFP. The nurses of the 7A Medical Intensive Care Unit (MICU) provide patient and family centered care to the patient populations that include: complicated BMT patients, end stage liver disease, end stage renal disease, respiratory failure, sepsis, GI bleeding, palliative care, drug overdose, post Code Blue resuscitation, and complicated diabetes management. This position also comes with great benefits! Some highlights include: Comprehensive health care plans that cover 100% for a full-time employee and 88% for dependents for .75 FTE and higher. $50K of term life insurance provided at no cost to the employee Two separate above market pension plans to choose from Paid time off- 208 hours per year (full-time), prorated for part-time Extended illness bank- 64 hours per year, prorated for part-time 9 paid holidays per year Three weeks of paid parental leave Adoption assistance program (up to 5k) Substantial Tri-met and C-Tran discounts Tuition Reimbursement Innovative Employee Assistance Program (EAP) The NM partners with the interdisciplinary care team to ensure the delivery of safe, quality patient care and compliance with administrative, regulatory and clinical policies and procedures. The NM implements quality and safety initiatives, leads process improvement, ensures adherence to hospital and clinical standards of performance, and human resource management. The NM ensures adherence to regulatory standards, bargaining unit agreements, hospital and clinical standards of performance, and human resource management. The NM creates and sustains a patient care environment that supports a safe, knowledgeable, compassionate, productive, and engaged staff. The NM’s decisions and actions are based on the ethical principles outlined by the American Nurses Association’s Code of Ethics for Nursing. The NM practices in adherence with the American Nurses Association’s (ANA) Nursing Administration: Scope and Standards of Practice for Nurse Administrators, the ANA Code of Ethics for Nursing, the Oregon State Board of Nursing’s Nurse Practice Act, and within the context of the Nurse Executive Competencies developed by the American Organization of Nurse Executives (AONE). The NM exemplifies the principles of the OHSU Culture of Safety Position Statement by committing to a Just Culture, a Reporting Culture, a Learning Culture, and an Engaged Informed Culture. Partners with others to enhance healthcare and, ultimately patient care through interdisciplinary activities, such as education, consultation, management, technological development, or research opportunities. Applies systems theory with an understanding that how parts of a system relate to the overall system. Maintains knowledge of current nursing practice and the roles and functions of care team members (e.g. charge nurse, code team, RRT) Evaluates staff’s competency and intervenes to optimize performance and ensure safe, quality, effective and efficient patient care. Leads and p ractices patient/family advocacy and p romotes patient-centered decisions and outcomes. Maintains visibility and open communication with the staff and department leadership Communicates plans and decisions to department staff and other stakeholders. Asserts view in a non-judgmental manner. Reflects on own method of decision-making and the role of beliefs, values and inferences to develop leadership and performance capacity. Practices within shared-governance structures to distribute leadership and promote decision-making appropriate level within the governance structure Celebrates successes and accomplishments. Promotes activities that inform others about cost, risks, and benefits or care, or of the plan and solution. Uses evidence-based leadership to promote desired behaviors Develops a high-functioning workforce in collaboration with the department leadership Recognizes and rewards exemplary professional practice Mentors and coaches staff in an ongoing and progressive manner Monitors and evaluates the application of practice standards Collaborates with department leadership to facilitate behaviors that impact safety, quality, patient satisfaction, and employee satisfaction. Collaborates with the PPL to Identify individual practice issues, develops improvement strategies, and evaluates performance for all nursing staff on assigned units. Leads department efforts to recruit & retain highly qualified staff. Develops department succession planning initiatives. Evaluates the practice environment and designs and implements quality improvement strategies to ensure nursing sensitive outcomes meets or exceeds established goals. Engages staff in department initiatives. Evaluates the impact/benefits of organizational, nursing, and department initiatives. Identifies areas of risk and makes suggestions for reducing risk and improving outcomes. Trends and investigates concerns and errors to understand the root cause of occurrences of errors or adverse events and success. Communicates learning to disseminate best practices. Supports workflow processes that builds a culture of safety. Uses current research findings and other evidence to expand clinical knowledge, enhance role performance, and increase knowledge of professional issues. Advances practice excellence by communicating a clear and consistent message about the the ownership of role and standards -based professional practice. Engages in informal and formal processes of giving and seeking feedback regarding role performance from individuals, professional collegues, representatives, administrators, and others. Mentors and supports others to access resources for their professional development.

Requirements

BSN or higher degree in nursing. And Master’s degree in nursing or related field, or in process
Five years of experience as a registered nurse in a related specialty And Two years recent related management/leadership experience.
Experience in complex organization environments.
Ability to effectively manage multiple conflicting priorities.
Proficient with word processing, computational spreadsheet (e.g., Excel), and presentation software.
Professional certification in nursing leadership-Nurse Executive/Administrator within 3 years of assuming the manager role.
Unencumered Oregon RN License
BLS for healthcare provider

Nice To Haves

Master’s degree in nursing leadership
Experience in nursing management
Three years of recent management experience in the related clinical area of practice

Responsibilities

Strategic Planning : Partners with others to develop a department strategic plan that aligns with the division strategic plan and nursing’s vision.
Collaboratively formulates department objectives, goals and specific strategies related to initiatives.
Develops short and long-term goals that identify the target conditions.
Coordinates the implementation of interventions to meet department-level goals.
Communicates, implements, and evaluates the unit strategic plan.
Operational Leadership Partners with others to enhance healthcare and, ultimately patient care through interdisciplinary activities, such as education, consultation, management, technological development, or research opportunities.
Applies systems theory with an understanding that how parts of a system relate to the overall system.
Maintains knowledge of current nursing practice and the roles and functions of care team members (e.g. charge nurse, code team, RRT)
Evaluates staff’s competency and intervenes to optimize performance and ensure safe, quality, effective and efficient patient care.
Leads and p ractices patient/family advocacy and p romotes patient-centered decisions and outcomes.
Maintains visibility and open communication with the staff and department leadership
Communicates plans and decisions to department staff and other stakeholders.
Asserts view in a non-judgmental manner.
Reflects on own method of decision-making and the role of beliefs, values and inferences to develop leadership and performance capacity.
Practices within shared-governance structures to distribute leadership and promote decision-making appropriate level within the governance structure
Celebrates successes and accomplishments.
Financial Management Achieves financial targets: Manages productive, non-productive and premium pay to optimize performance goals.
Collaborates with the Professional Practice Leader to prioritize and allocate resources for department/division level education & practice priorities.
Develops innovative solutions and applies strategies to obtain appropriate resources for nursing initiatives.
Promotes activities that inform others about cost, risks, and benefits or care, or of the plan and solution.
Human Resources Uses evidence-based leadership to promote desired behaviors
Develops a high-functioning workforce in collaboration with the department leadership
Recognizes and rewards exemplary professional practice
Mentors and coaches staff in an ongoing and progressive manner
Monitors and evaluates the application of practice standards
Collaborates with department leadership to facilitate behaviors that impact safety, quality, patient satisfaction, and employee satisfaction.
Collaborates with the PPL to Identify individual practice issues, develops improvement strategies, and evaluates performance for all nursing staff on assigned units.
Leads department efforts to recruit & retain highly qualified staff.
Develops department succession planning initiatives.
Performance Improvement Develops the department/division quality plan in collaboration with the unit’s formal and informal leaders.
Utilizes data to identify areas for improvement based on assessment and current states.
Monitors and uses data to determine patient care quality improvement objectives.
Evaluates the practice environment and designs and implements quality improvement strategies to ensure nursing sensitive outcomes meets or exceeds established goals.
Engages staff in department initiatives.
Evaluates the impact/benefits of organizational, nursing, and department initiatives.
Identifies areas of risk and makes suggestions for reducing risk and improving outcomes.
Trends and investigates concerns and errors to understand the root cause of occurrences of errors or adverse events and success.
Communicates learning to disseminate best practices.
Supports workflow processes that builds a culture of safety.
Uses current research findings and other evidence to expand clinical knowledge, enhance role performance, and increase knowledge of professional issues.
Professionalism Evaluates practice in relation to the professional practice standards and existing evidence.
Promotes clinical nurses’ translation of theory, scope & standards into practice to exercise autonomy and decision-making authority
Advances practice excellence by communicating a clear and consistent message about the the ownership of role and standards -based professional practice.
Engages in informal and formal processes of giving and seeking feedback regarding role performance from individuals, professional collegues, representatives, administrators, and others.
Mentors and supports others to access resources for their professional development.

Benefits

Comprehensive health care plans that cover 100% for a full-time employee and 88% for dependents for .75 FTE and higher.
$50K of term life insurance provided at no cost to the employee
Two separate above market pension plans to choose from
Paid time off- 208 hours per year (full-time), prorated for part-time
Extended illness bank- 64 hours per year, prorated for part-time
9 paid holidays per year
Three weeks of paid parental leave
Adoption assistance program (up to 5k)
Substantial Tri-met and C-Tran discounts
Tuition Reimbursement
Innovative Employee Assistance Program (EAP)