Clinical Manager - Surgical Specialties & Rehab

Children's Hospital Colorado has defined and delivered pediatric healthcare excellence for more than 100 years. Founded in 1908, Children's Colorado is a leading pediatric network entirely devoted to the health and well being of children. Continually recognized as one of the nation's outstanding hospitals by U.S. News & World Report, Children's Colorado is known both for its nationally and internationally recognized medical, research and education programs as well as the full spectrum of everyday care for kids throughout Colorado and surrounding states. With more than 1,000 healthcare professionals representing the full spectrum of pediatric specialties, Children's Colorado Network of Care includes its main campus, 16 Children's Care Centers and more than 400 outreach clinics.

A career at Children's Colorado will challenge you, inspire you, and motivate you to make a difference in the life of a child.

Hear words of leader from our leader Jena Hausmann

Department: Level Six-Surgical
Hours per week: 40, eligible for benefits
Shift: Mostly Day shift but does has responsibility for 24/7 Operations on a Clinical Unit

The Clinical Manager is responsible for directing and managing the daily operations of a direct patient care department to ensure policies, procedures, and guidelines are being followed; providing clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes; and ensuring compliance with quality and safety initiatives and practices. The Clinical Manager ensures the accomplishment of organizational goals and objectives to improve healthcare performance and patient experience of care in a cost-effective manner. The Clinical Manager is a partner with others in the healthcare leadership team to enhance clinical practice by coaching for performance and promotion of professional growth. Finally, the Clinical Manager   provides leadership in managing department team members and patient/family experiences.

Level 6 Surgical Inpatient Unit is a 72 bed unit encompassing three different service lines and 14 sub-specialties. With an impressive team comprised of providers, bachelor’s prepared nurses, clinical assistants, mental health counselors and inpatient service specialist, Level 6 prides itself on providing excellent quality of care to its patients. Patients, including trauma, solid-organ transplant, burns, general surgery, plastics, urology, colorectal, bariatrics, neurology, neurosurgery, epilepsy monitoring, orthopedics and rehabilitation, receive state of the art interventions and treatments, as well as specialized nursing care. Level 6 nurses are hand-picked to care for primary specialty populations, for which they receive extensive specialized skills and content education and are encouraged to pursue specialty certifications. Due to the variety of patients that can been seen on Level 6, clinical nurses can expect to care for up to 4 acutely ill patients that would normally be seen in a step-down unit. As a result, Level 6 nurses exhibit exceptional time management and delegation skills. Low turnover rates and high employee engagement scores only elude to the incredible teamwork and camaraderie of the clinical team. Level 6 offers an incredible opportunity to care for a variety of patients within a specialty, while fulfilling the desire to critically think, challenge one’s skills and make a life-long impression on the life of a patient and their family.  Here…it’s different. Here…you are different.

POPULATION SPECIFIC CARE

1. Neonate - <30 days
2. Infancy - >30 days to 1yr
3. Toddlers - >1yr to 3yrs
4. Pre-Schoolers - >3yrs to 5yrs
5. School age - >5yrs to 13yrs
6. Adolescent - >13yrs to 18yrs
7. Adult - >18yrs to 65yrs

ESSENTIAL FUNCTIONS

An employee in this position may be called upon to do any or all of the following essential functions. (These examples do not include all of the functions which the employee may be expected to perform.)

• Directs and manages the daily operations of the department to ensure policies, procedures, and guidelines are being followed. Utilizes evidence-based practice to develop and maintain policies, procedures and guidelines for practice.

• Develops and communicates departmental strategic plan and annual goals, ensuring employees are focused on priorities. Ensures the accomplishment of organizational goals and objectives to enhance clinical practice and professional growth.
• Provides clinical expertise, leading department team members in providing developmentally appropriate care and evaluating outcomes for infants and children with complex health care needs.
• Represents the department in meetings senior leadership or with leaders from other areas of the hospital. Serves as a representative on various committees. Fosters collaborative relationships that benefit the organization.
• Interprets and explains regulatory standards and hospital policies, procedures, and rules to employees and ensures compliance with applicable quality and safety initiatives and practices.
• Ensures staff and financial resources are utilized appropriately and shifts resources to meet both patient and department needs within budget restraints.
• Resolves escalated, complex, or controversial operational and patient/family issues, making decisions that are inclusive of multiple perspectives and solves underlying problems.
• Establishes performance metrics for department. Works with Associate Clinical Managers to achieve department outcomes, performance and professional development standards; identifies opportunities for continual improvement to performance standards. 
• Continuously strives to improve clinical, educational, research, and advocacy programs in department; sets and models high performance standards that empower staff to achieve agreed upon outcomes. Encourages clinically-based research projects to evaluate practice outcomes and mentors department team members in creating/evaluating projects.
• Selects, trains, develops, and evaluates department team members. Creates a worker-friendly environment that develops and realizes the full potential of department team members.
• Makes decisions on hiring, terminations, promotions, and disciplinary actions as required, taking into consideration feedback from Associate Clinical Managers.
• Develops departmental budget recommendations, and monitors expenditures to ensure compliance organizational financial goals.

COMPETENCIES

• OPERATIONAL DECISION MAKING - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
• DRIVING FOR RESULTS -Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
• COACHING & DEVELOPING OTHERS - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
• LEVERAGING DIVERSITY -Working effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; making the most effective use of the capabilities, insights, and ideas of all individuals.
• BUILDING A SUCCESSFUL TEAM - Using appropriate methods and a flexible interpersonal style to help build a cohesive team; facilitating the completion of team goals.
• SELECTING TALENT -Evaluating and selecting internal and external talent to ensure the best match between the individual and the work requirements.
• CUSTOMER FOCUS -Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers’ and own organization’s needs.
• CONTINUOUS IMPROVEMENT-Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas, and implementing solutions.
• ALIGNING PERFORMANCE FOR SUCCESS -Focusing and guiding others in accomplishing work objectives.
• BUILDING TRUST - Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.
• GAINING COMMITTMENT -Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one’s own behavior to accommodate tasks, situations, and individuals involved.
• LEADING THROUGH VISION AND VALUES-Keeping the organization’s vision and values at the forefront of associate decision making and action.
• FACILITIATING CHANGE -Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.
• EMPOWERMENT/DELEGATION -Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit’s strategic priorities.
• MANAGING CONFLICT -Dealing effectively with others in an antagonistic situation; using appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.

SCOPE AND LEVEL

• Guidelines: Guidelines are in the form of stated vision and objectives for the division or agency. 2nd level manager directs and manages an operational and/or a functional area by developing objectives and strategies. Work is operational in nature.
• Complexity: Duties performed include operational and organizational planning, developing standards, schedules, priorities, guidelines, processes, measurement (evaluation) systems, implementation of production and performance management standards, and allocating resources.
• Decision Making: Determines strategy priority shifts for the agency or department.
• Communications: Contacts where the exchange of information, support, influence, and cooperation may have a very significant impact on the division, programs, and/or policies of the organization.
• Supervision Received: Director may review work for soundness of judgment and conclusion.

• EDUCATION – Bachelors of Science in Nursing (BSN) required. Masters of Science in Nursing (MSN) or Master’s in health related field required.
• EXPERIENCE - Five years of clinical experience, to include two years at the type and level of an Associate Clinical Manager.
• LICENCURES/CERTIFICATION(S) – Registered Nurse (RN) License BLS/CPR from the American Heart Association with at least 6 months left before expiration is required upon hire.   American Nurses Credentialing Center (ANCC) Certificate; and Magnet recognized Certificate.

Ability to Perform Essential Functions of the Job

Body Movement

• Will frequently stand/walk for 6-8 hours per day.
• Will frequently use hands while keyboarding and writing.
• Will frequently sit for 2-4 hours per day while accessing computer, talking on the telephone, and while attending meetings.
• Back and Upper Body (lifting and carrying)
• Will occasionally lift/force exerted up to 100 pounds.

Vision

• Constantly uses sight in performance for daily job duties.

Hearing

• Constantly uses hearing in performance for daily job duties.

Others

• Able to assist or assume direct patient care as census directly permits. Exposure to unsteady or falling patient: In the course of transferring a patient, may encounter a patient who falls or loses balance, causing employee to fall and/or bear the full weight of a patient.

Work Environment

• Exposure: Exposure to blood/body fluid: Regular/Frequent.
• Exposure: Exposure to heights: Occasional.
• Exposure: Exposure to infectious diseases: Frequent.
• Exposure: Exposure to lung irritations: Occasional.
• Mental and Emotional Requirements: Independent discretion/decision making.
• Mental and Emotional Requirements: Makes decisions under pressure.
• Mental and Emotional Requirements: Manages stress appropriately.
• Mental and Emotional Requirements: Works with others effectively.

It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation.  Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.