What are the responsibilities and job description for the Transition Coordinator position at Camden Clark Medical Center?
MINIMUM QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Bachelor of Science in Nursing (BSN).
2. Licensure as a professional Registered Nurse in West Virginia.
3. Obtain certification in Basic Life Support within 30 days of hire date.
EXPERIENCE:
1. Three years clinical experience in nursing.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Master of Science in Nursing (MSN).
EXPERIENCE:
1. Five years clinical experience in nursing.
2. Prior experience as a preceptor.
CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.
1. Provides consulting services with newly hired staff to facilitate a smooth transition during the orientation process.
2. Establishes and maintains positive and effective communication links to staff and directors/managers.
3. Facilitates immediate and long-term problem-solving skills among nursing staff, directors/managers, and within teams.
4. Is available for 1:1 consultation for newly hired nursing staff.
5. Effectively brings groups of new hires together for peer support and problem solving.
6. Participates in the development and delivery of education programs designed to positively impact professional development and integration of the new hire into the health care team.
7. Assists in the ongoing evaluation and revision of formal orientation classes based on identified needs of new hires.
8. Facilitates new hire evaluation of the orientation process, providing feedback to appropriate individuals, and integrating findings into problem solving approach.
9. Develops and conducts continuing education regarding aspects of role transition.
10. Integrates performance improvement model in approach to problem solving.
11. Collaborates with Human Resources in the development and provision of services or programs that would attract and retain staff.
12. Through both individual discussions with new hires and group meetings, identifies personal or professional services that would increase satisfaction and retention.
13. Provides support and feedback for the Speaker's Bureau as assigned (i.e. CAs, HR).
14. Participates in Performance Improvement activities as appropriate.
15. Provides feedback to committees, councils, departments (i.e. R&R, HR, Advisory Councils) as requested.
PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Additional Job Description:
Scheduled Weekly Hours:
40Shift:
Exempt/Non-Exempt:
United States of America (Exempt)Company:
CCMC Camden Clark Medical CenterCost Center:
568 CCMC Educational ServicesAddress:
800 Garfield AveParkersburgWest VirginiaWVU Medicine is proud to be an Equal Opportunity employer. We value diversity among our workforce and invite applications from all qualified applicants regardless of race, ethnicity, culture, gender, sexual orientation, sexual identity, gender identity and expression, socioeconomic status, language, national origin, religious affiliation, spiritual practice, age, mental and physical ability/disability or Veteran status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
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)
