Christie Clinic's Sleep Lab is seeking a PRN(as needed and non-benefit eligible) Sleep Technician at the University clinic. Duties include working under medical supervision and performing functions pertaining to the diagnosis and treatment of sleep disorders, including patient assessment, operation of diagnostic and therapeutic equipment, patient education, and communication with health care professionals. RPSGT certified before hire required.

TYPICAL PHYSICAL DEMANDS:

Demands include standing, touching, reaching, climbing, balancing, walking, sitting, stooping, kneeling, crouching, crawling or lifting/moving up to 35 pounds. Hearing within, or correctable to, normal range and manual dexterity for the operation of office equipment are required. Specific vision abilities required by this job include close vision (20 in. or less), distance, vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

TYPICAL WORKING CONDITIONS:

Work is performed in a clinical setting with potential exposure to blood or bodily fluids. Electrical and radiant energy may be present and fumes or odors from cleaning solutions and adhesive material are common. Requirements may include working irregular hours.

JOB DUTIES: (This list may not include all of the duties assigned.)

• Score polysomnograms and home sleep tests according to current professional standards.
• Compile test statistics, generate statistical reports for provider interpretation, and transfer data for each test scored.
• Participate in quality assurance activities such as scoring reliability exercises.

• Diligently monitor ongoing tests and react appropriately to test data (e.g. identify and address EKG arrhythmias, recognize respiratory events and respond per protocol, etc.).
• Gather and analyze clinical information in order to assess and appropriately address patient-specific needs.
• Prepare patients for testing, including appropriate attachment of sensors for optimal signals, or adequate patient education about placement of home test sensors.

• Prepare and calibrate equipment for testing and make adjustments as necessary to maintain high-quality recording.
• Collect high-quality polysomnographic recordings and home sleep tests, following sleep laboratory protocols for each procedure.
• Recognize equipment problems. Report them appropriately, and take action to resolve them immediately if possible.
• Communicate appropriately with co-workers, supervisors, providers, nurses, other healthcare workers, patients, and families of patients.
• Document appropriate patient care information in department records and electronic medical records.
• Maintain knowledge and skill level through independent study, as well as attendance at in-services and meetings.
• Assess and organize patients and workloads.
• Clean and maintain equipment/supplies.
• Follow department policies and procedures.
• Conserve resources and submit timely requests for re-supply.
• Participate in the continuous improvement of documents, workflows, and processes by submitting and/or implementing department-specific ideas.
• Supervise trainees and/or volunteers, if assigned to do so.

• Perform related work as required.

Experience

• RPSGT certified before hire
• 1 - 2 years: Clinical experience in polysomnography
• Proof of competency: 85% or greater score on a Christie Clinic Sleep Center-developed-and-administered quiz on AASM scoring criteria and Christie Clinic Sleep Center scoring protocols
• Proof of competency: Scoring three PSGs in a row, that agree within 85% with the AASM Gold Standard or a designated current Christie Clinic Sleep Center Sleep Tech II, Sleep Tech III, or the Sleep Laboratory Manager

• Graduate of CAAHEP-approved school of Sleep Technology or AASM-accredited ASTEP Program

Education

• High School or better

Licenses & Certifications

• RPSGT
• CPR

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)