Nurse Manager, Emergency Department

Summary: 

The Nurse Manager provides clinical leadership to the Unit and oversight of daily patient care. Coordinates interdisciplinary clinical team for positive clinical outcomes. Hires and supervises patient care staff. Develops and leads professional training of staff. Interfaces with BFMC Patient Care Division and other BFMC units. Participates in program development. Ensures compliance with regulatory requirements.

Job Responsibilities: 

1) Clinical Quality Management and Service Orientation: Setting and enforcing high standards for the quality of patient care delivered on the unit. Inorporating patient and physician needs and concerns into decision making and organizational action. Enforces highest standards for excellence in patient care (e.g., state of the art clinical practices and safeguards). When necessary, provides coaching on clinical issues that arise on the unit and guidance for expert clinical care. Ensures the highest possible satisfaction of patients and their families. Maintains oversight of Patient Satisfaction strategies to achieve consistent excellence in the overall Quality of Care as determined by PRC data. Implements strategies to improve physician satisfaction (e.g. standing orders, collaboration, clinical quality safeguards) Implements strategies to improve staff satisfaction on unit, (e.g. Employee Opinion Survey, proactive feedback from staff).

2) Accountability: Holding self and others accountable for meeting objectives and commitments, and adhering to standards even in the face of unforeseen circumstances. Takes responsibility for making difficult or unpopular business decisions (e.g. terminating poorly performing staff, eliminating a unit resource to improve efficiency). Behaves in a way that is consistent with the values he or she espouses. Acknowledges when a decision or plan is not working (e.g. new scheduling system, plan to improve unit morale) rather than making excuses or blaming others. Keeps promises and honors commitments.

3) Active Listening: Listening carefully to others. Actively soliciting input from others. Consults with others to get their reactions and suggestions before making major changes that will affect them. Listens carefully to any concerns expressed about his or her ideas or plans without getting defensive. Creates a comfortable environment for raising concerns and ideas or providing constructive feedback. Understands both the content and intent of what is said.

4) Communicating Clearly (verbal and written): Expressing ideas clearly and effectively. Responding to issues raised by others. Ensuring that people get the information they need to do their jobs and providing feedback that enhances performance. Clearly articulates hospital and unit policies, objectives, change initiatives and their rationale. Articulates instructions and information in a clear and timely manner. Provides clear performance expectations and constructive, consistent positive and negative feedback, even when the message is potentially difficult to hear. Clarifies to ensure that his or her intended message was accurately interpreted. Follows through on ideas, suggestions, concerns or feedback, even if only to communicate what is or is not being done.

5) Motivating and Influencing: Using techniques that appeal to reason, values, or emotions to generate enthusiasim for work, commitment to task objectives, and compliance with requests. Develops enthusiasn for day to day tasks or projects by appealing to your pride in accomplishing a challenging task or doing something never done before. Rallies support for policies and initiatives, incorporating stakeholder' diverse perspectives. Inspires greater effort by setting an example in his or her own behavior of dedication, courage and commitment to high standards. Encourages taking calculated risks to achieve an important objective. Recognizes special contributions and important achievements and rewards excellence. Maintains good working relationships with managers, leaders, and peers outside the unit (e.g. sharing information or providing other assistance). Effectively represents the unit, advocating and lobbying for unit and staff interests.

6) Managing Vision and Purpose: Leading the process of developing a challenging and realistic vision, ensuring that the vision reflects institutional and individual values and ideals, and establishing specific goals to help people connect the vision to the necessary actions and long-term strategies. Effectively translates hospital strategy and objectives into a compelling and clear vision for the unit or project. Translates the vision into the actions required to attain specific unit/project goals. Takes a longer-term perspective on problems and opportunities facing the unit (considers implications 3 to 6 months in the future and beyond).

7) Pla