Strong Position Summary Strong

Position Summary:
Possess considerable knowledge of principles and practices of infection prevention and surveillance and assume responsibility for the implementation and coordination of the hospital’s IC program. This position requires effective oral and written communication skills, and excellent interpersonal skills. Assists in the evaluation of reports, decisions, and results of department in relation to established goals. Recommends improvement of guidelines and procedures to effect continual improvements in efficiency of department and services performed.

• Collect data in support of epidemiological studies of specific problems or problem areas to determine the source of the problem and make appropriate recommendations.
• Participate in quality/performance improvement activities by assessing, monitoring, and measuring nosocomial infections and evaluating outcomes on a continuous basis.
• Select indicators based on the projected use of the data.
• Assist in the organization of regularly scheduled Infection Control meetings and dissemination of recommendations hospital wide.
• Plan, organize, develop and implement educational programs for all hospital employees including administrative and ancillary services which convey specialized knowledge and skills to increase employee awareness of existence of nosocomial infections; techniques for avoidance and preventive measures to provide a safe environment for hospital employees and patients.
• Develop appropriate informational materials at appropriate level of understanding and need.
• Serve as a knowledgeable and available resource on infection control practices and policies to patients, families, staff, and health system employees.
• Participate in continuing educational activities at the department, state, and national levels to promote personal growth and maintain a current knowledge base commensurate with latest research and scholarly knowledge.
• Regulatory: Maintain compliance with national standards and regulating bodies such as JC, CDC, OSHA, FDA and CMS
• Develop and update isolation techniques and procedures in accordance with current standards of practice, rules and regulations. Participate in maintaining policies and procedures which provide for a program of preventive medicine for hospital personnel to include establishment of policies and procedures relating to exposure to infectious diseases and prevention of cross-contamination. Recommend and evaluate procedures or policy statements relating to infection control within Hospital; maintain an updated reference manual on infectious diseases and hospital infection control as recommended by the Joint Commission for the Accreditation of Hospitals. Maintain a knowledge base of current infection prevention and control information through peer networking. Internet access published literature and professional meetings.

• Performs skin and wound assessments on all high-risk patients
• Maintain accurate, detailed progress reports and records to include photographs
• Monitor’s record and reports symptoms and changes in patient’s condition to charge nurse
• Records patient’s medical information and vital signs as indicated
• Modifies patient ‘s treatment plans as indicated by patient’s responses and conditions
• Consults and coordinate with health care team members to assess, plan, implement and evaluate patient skin/wound care plans
• Order, interpret, and evaluate diagnostic tests to identify and assess patient’s condition
• Monitors all aspects of patient care, including diet and physical activity
• Prepares patients for, and assist with, examinations and treatments.
• Orders appropriate wound care supplies and equipment
• Orders and tracks bed rentals and works with vendor for charging purposes
• Plans, coordinates, and participates in wound prevalence studies
• Provides education to nursing team members as indicated
• Participates in nursing leadership events as assigned

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)