Clinic Nursing Manager - Ruidoso, NM, White Mountain Clinic

Summary:
Leads the planning and coordination of clinical, operational, financial and personnel activities in designated department(s), in collaboration with the Director of the Department(s).

Type of Opportunity: Full Time
FTE: 1.000000
Exempt: Yes
Work Schedule: Days

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Other information:
Associates degree
a. Nurse Managers hired or rehired on/after July 2012, without BSN, are hired under the contingency that they enroll and begin their BSN courses within 12 months of hire or rehire, and they must complete their BSN program within 60 months of hire or rehire.
i. Exceptions to Educational Requirements: The PHS Senior Vice President and Chief Nursing Officer may consider exceptions to these requirements.
ii. If, on July 2012, the registered nurse was 55 years or older, the nurse will be grandfathered into new job profile and this requirement waived.

Licensure: State of New Mexico or Compact State Nursing License.
Academic Preparation:
*Degree from accredited academic nursing program (If a program is under conditional status, approval may be granted by the PHS Senior Vice President and Chief Nursing Officer.
*Minimum ADN preparation with expectation of BSN completion within 60 months of hire, or rehire.

BLS required
ACLS/PALS is required in areas with crash carts/anticipated ACLS/PALS-level of response, to assist care team as needed, and is required to be maintained throughout tenure of position.

Education:
Essential:
* Associate Degree

Credentials:
Essential:
* Graduate Permit (Nurse)
* Registered Nurse-NM

Responsibilities:
Leadership Competencies
A. Leads Self: Foundational knowledge of the master competencies.
B. Leads Team: Ability to manage and direct team and unit operations.
C. Leads PHS: Ability to achieve results.

Performance Dimensions
A. Managing the Business
a. Human resources: Manages the processes of recruitment, interviewing, selection of candidates.
b. Orientation of new staff: Oversees the outcomes of the orientation processes and retention of new hires. Addresses areas of opportunity to meet organizational goals.
c. Collaborates with Clinical Education to provide training and education to ensure the clinical competency of staff. Ensures remediation and re-training as needed. In the absence of a clinical educator, will ensure appropriate educational support is assigned.
d. Operationalizes new or revised policies and procedures.
e. Ensures compliance with regulatory requirements.
f. Labor Laws: Facilitates and holds accountabilities to supporting an environment maintaining compliance with state and federal labor laws.
g. Process Improvement: Monitors and leads interventions in assigned Departments to achieve results, including quality indicators/targets, and utilizes tools to improve processes and outcomes. Optimizes patient safety, continually maintains a regulatory-ready environment, and optimizes communication between all work groups.
h. Foundational thinking: Uses analytical, data-driven techniques for decision-making processes that will structure work models and support evidence-based practice.
i. Technology: Proficient in using computer-based skills/applications, clinical based technologies for patient care (including electronic medical record and medication management tools). Uses informatics tools to support quality and efficiency in workflows and patient outcomes. Ensures a super-user environment for enhancing technical learning at the point of care.
j. Strategic management: Contributes to or drives work plans to achieve optimal patient care and organizational results to the point of care, written reports of outcomes, presentation to key business audiences.
k. Clinical practice knowledge: Demonstrates an understanding of nursing and care team workflows/processes for clinical practice in assigned Department(s).
l. Financial management: In collaboration with the Director, manages financial components of unit operations, including budget creation, monitoring, analyzing, and reporting variances in assigned Department(s). Responsible for achieving established targets.
m. Process improvement: Collaborates with other disciplines and stakeholders in support of superior patient outcomes.
n. Coordinates diagnostic and treatment activities of the clinic/department with services of other departments to ensure effective patient care and efficient service.
o. Maintains liaison with professional medical staff and other personnel in administrating policies and procedures regarding patient flow and utilization of space, time, supplies, and equipment. Develop policies and procedures to improve patient care and utilization of clinic resources.
p. Supervises and coordinates activities of a clinic/department to include establishing and maintaining systems for patient flow through the clinic/department, in-basket and message management for providers and the utilization of clinic and ancillary facilities and manpower.
q. Assists with direct patient care during times of high volume or staffing shortage.
r. Supervises clerical personnel and the performance of business office functions to meet defined KPIs to include template management, scheduling, registration, check-in/check-out, co-pay collection, prior authorizations, and charge capture completion, unless the leadership structure has a defined role who is accountable for these responsibilities.

B. Leading People
a. Human resource leadership skills: Manages staff performance, including evaluations, goal setting, development plans; ability to achieve staff engagement and satisfaction. Manages performance of staff, and utilizes a *Just Culture* framework when addressing performance concerns.
b. Models professional standards and behaviors. Seeks input from key clinical leadership staff.
c. Relationship management: Provides leadership at the point of care by applying communication skills that optimize active listening, and appreciative inquiry; uses effective dialogue, conflict management techniques, negotiation, and mediation skills for assigned Department(s). Maintains open, collaborative relationships with key stakeholders and healthcare partners.
d. Diversity: Ensures an environment that aligns with Presbyterian*s organizational standards for a psychologically safe care team and patient care environment, including the upholding of CLAS Standards and Presbyterian*s policies and commitments to healthcare equity and nondiscrimination for all patients, members and communities, including LGBTQ people.
e. Shared decision making: Advocates and supports the process of shared governance and shared decision-making.

C. Professionalism
a. Professional and personal accountability: Models the value of continuous learning, including academic advancement, continuing education, and remains current in clinical practice standards.
b. Career Planning: Includes an annual self-evaluation process and goal-setting for professional education that improves capacity to lead and provide direction to teams in assigned clinical Department(s). Participates in continuing education activities to support continued professional and leadership development.
c. Personal Journey: Actively reflects on continuous learning activities, utilizes action-learning techniques to identify and act on areas of strength and opportunities.
d. Reflective Practice: Role-models integrity and ability to maneuver ambiguity; seeks out and builds upon the potential of self and team members. Provides an environment that encourages the C.A.R.E.S. behaviors. Supports a *Just Culture* framework.
e. C.A.R.E.S. Behaviors: Provides in the moment leadership and coaching at the point of care and supports, fosters, and holds self and staff answerable to C.A. R. E.S. behaviors (Continuous learning, accountability, respect/respond, environmental safety, and superior outcomes).

D. Professional Practice Model: Synergy
a. Synergy Model: Within the patient care environment, manages staff performance and accountabilities to incorporate (1) Clinical judgment and action, (2) Patient advocacy, (3) Caring practices, (4) Collaboration within the interprofessional team, (5) Systems thinking, (6) Response to diversity, (7) Facilitation of learning, and (8) Clinical Inquiry.

Professional Requirements:

b. Maintains current professional licensure
c. Maintains current clinical competence that aligns with practice standards in assigned Department(s), specialty clinics, procedural areas and in settings requiring acute assessment, intervention, response to emergencies and potential adverse events, and patient evaluation.

We offer more than the standard benefits!

Presbyterian employees gain access to a robust wellness program, including free access to our on-site and community-based gyms, nutrition coaching and classes, wellness challenges and more!

Learn more about our employee benefits:

Why work at Presbyterian?

As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans. For our employees, we offer a robust wellness program, including free access to our on-site and community-based gyms, nutrition coaching and classes, wellness challenges and more.

Presbyterian's story is really the story of the remarkable people who choose to work here. The hard work of our physicians, nurses, employees, board members and volunteers grew Presbyterian from a tiny tuberculosis sanatorium to a statewide healthcare system that serves more than 875,000 New Mexicans.

About Presbyterian Healthcare Services

Presbyterian Healthcare Services exists to improve the health of patients, members and the communities we serve. We are a locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1,600 providers and nearly 4,700 nurses.

Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.

About Our Regional Delivery System

Presbyterian's Regional Delivery System is a network of six hospitals and medical centers throughout rural New Mexico including locations in Clovis, Espanola, Ruidoso, Santa Fe, Socorro and Tucumcari. Our regional facilities are home to more than 1,600 clinical and non-clinical employees who help make Presbyterian the state's largest private employer with nearly 14,000 statewide employees. With a variety of services ranging from general surgery to pediatrics to heart and cancer care, our regional employees are proud to provide close-to-home care for their communities.

We are part of New Mexico's history - and committed to its future. That is why we will continue to work just as hard and care just as deeply to serve New Mexico for years to come.

About New Mexico

New Mexico continues to grow steadily in population and features a low cost-of living.

Varied landscapes bring filmmakers here from around the world to capture a slice of the natural beauty New Mexicans enjoy every day. Our landscapes are as diverse as our culture - from mountains, forests, canyons, and lakes, to caverns, hot springs and sand dunes.

New Mexico offers endless recreational opportunities to explore and enjoy an active lifestyle. Venture off the beaten path, challenge your body in the elements, or open yourself up to the expansive sky. From hiking, golfing and biking to skiing, snowboarding and boating, it's all available among our beautiful wonders of the west.

AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.