Endo/Pain Manager, RN

Support the NLHD Manages the resources and daily activities of the Endo and Pain departments to ensure high standards of exceptional customer experience and patient care. Assists in the training and development of new and existing staff members. Creates and maintains an environment that is conducive to learning transfer. Coordinates the activities of the unit for each shift and directs, organizes, and assigns work as appropriate. Provides patient care as needed. Manage the customer experience

• Manage daily staffing to support the activities of the endoscopy and pain clinic
• Develops specific departmental goals, standards and objectives which directly support the strategic plan and vision of NLHD
• Assess quality of patient care and coordinate patient care services with patients, staff, physicians and other departments
• Manage staff relations including performance management, staff satisfaction and conflict management. Perform and oversee scheduling, recruitment, payroll and student engagement.
• Monitors departmental budgets, regulatory compliance, departmental contracts and vendor relations.
• Maintains systems to assure adequate levels of supplies and necessary equipment.
• Manages daily surgery schedule maintaining communication with all disciplines involved.
• Plans and prioritizes day-to-day activities of personnel. Adjust staffing to compensate for emergency situations or increase or decrease in census.
• Support the NLHD values-based culture and improve physician relationships while growing service lines
• Manage patient complaints, employee complaints, and incidents by performing fact finding, coaching of staff, recovery activities, and process improvements to prevent recurrence
• Manage employee performance and development through monthly department scorecard review, one-on-one meetings, coaching, competency and training, and performance reviews
• Enter data from various sources into scorecards monthly and track performance over time for each area of responsibility
• Work with improvement teams to identify areas for improvement and implement improvements to processes to drive exceptional patient care and experience
• Collaborate with quality and patient experience team to accurately document ongoing improvement activities through the DMAIC process
• Ability to travel and attend education and/or meetings
• Uphold the Values of NLHD in the NLHD Standards of Behavior. Presents Nor Lea Hospital positively within the community. Understands the Mission and Vision of NLHD and works to fulfil it in your everyday work.
• Other duties as assigned

Values:

i - Innovation

"Forward thinking" "Exploring new possibilities" "Ambitious Goals" Looks out for new and innovative approaches that will improve efficiency. Embraces and champions new ideas and encourages others to do likewise. Recognizes and rewards people and teams who are creative and innovative. This is in sharp contrast to those who tend to embrace the status quo, struggle with new approaches and discourage others when they are creative and innovative in the pursuit of increased efficiency or effectiveness.

C - Compassion

"Friendly countenance" "Servant attitude" "Demonstrating genuine concern" Shows genuine sensitivity to the needs, feelings and capabilities of other people. Deals with others in a pleasant manner. Treats others with respect and consideration. This is in contrast to those who are unpleasant and tend to alienate co-workers, or who seem insensitive to the needs of others and tend to demonstrate a lack of respect for others.

A - Accountability

"Showing integrity" "Leading by example" "Ownership and accepting responsibility" Acts in ways that demonstrate personal integrity and serves as a positive example of why others should trust the motives of the organization. Views himself or herself as a reflection of the organization by following through on commitments and accepting ownership of any mistakes he or she might make. Leaves others with the clear impression that integrity is a core value at this organization. This is in contrast to individuals who make commitments that go unmet, fail to acknowledge their role in disappointing events, or whose actions (or inaction) leave others with doubts about the level of trust that should be placed in the organization.

R - Respect

"Considerate of cultural diversity" "Building trust" "All people are to be valued" Demonstrates a genuine interest in the thoughts, opinions, values and needs of co-workers and customers. Avoids speaking, writing or doing other things that could be seen as disrespectful of people in their absence (or "behind their backs"). Recognizes and shows respect for the strengths and contributions of others. This is in clear contrast to behaviors that leave people feeling that their thoughts, opinions, values and needs are of little interest.

E - Empowerment

"Allowing others to reach their full potential: "Freedom to do what is right for our patients" "Attain and share knowledge to enrich others" Empowered in an intentional manner that allows the person to find their way, yet receiving help when needed. Using good judgment related to the level of authority given and the amount of leeway extended. This contrasts with leaders and individuals who focus more on the risks involved from the empowerment, instead of reaching the full potential of the organization.

Organization Expectations:

Communication

The process of sending and receiving messages with words, verbally, written or in sign language.

Customer Focus

Identifying and responding to current and future patient and other customers' needs; providing excellent service to internal and external patients and other customers.

Initiative

Identifying and dealing with issues proactively and persistently; seizing opportunities that arise.

Self-Development

Lifelong, voluntary, and self-motivated learning.

Teamwork

Effectively work and complete assignments in group settings. Works independently and cooperatively with others to achieve common goals.

Servant Leadership:

S - Selfless

• A belief that we put our customer's needs before our own.
• A belief that we put our staff's needs before our own.
• Demonstrating sensitivity for the needs of others.

E - Exemplary

• Modeling the Nor-Lea Culture.
• Creating a culture of Innovation.

R - Results Driven

• Demonstrates a focus on results.
• Understands DMAIC and the Nor-Lea Performance Excellence program.

V - Visionary

• Ability to lead the staff courageously.
• A forward thinker.
• Being a change agent.

A - Approachable

• Staff feel comfortable approaching their leader.
• Creating a positive environment.
• Demonstrates an understanding of different personalities.

N - Nurturing

• Actively shows staff appreciation and recognition.
• Encourages staff through coaching and mentoring.
• Actively empowers staff to make decisions in the best interest of patients.

T - Transparent

• Actively informs staff of organizational and departmental status.
• Honest and trustworthy.