What are the responsibilities and job description for the Infection Preventionalist position at MeadowWood BHS?
Conduct ongoing surveillance of infections.
- Gather and interpret data and keep accurate records of all infections.
- Compile and present Infection Reports to the Safety/Infection Control Committee and the Performance Improvement Council at assigned intervals.
- Inspect environment and observe personnel activities for the purpose of detecting infection hazards.
- Monitor and evaluate compliance with standards set by facility policy and industry.
- Monitor and update all facility department supervisors on all area-specific policies and procedures important to infection prevention principles. Investigate all 'exposure incidents,' oversee post-exposure evaluation and follow-up process in order to recommend appropriate actions to be taken.
- Notify designated medical, administrative staff and appropriate health department authorities all reportable communicable disease.
- Develop and provide in-service and orientation programs concerning prevention and control of infection, standard precautions, isolation techniques and education on current infectious disease.
- Responsibilities may also include gathering, analyzing and presenting data, facts and trends on infection prevention to facility or corporate leadership.
- Train staff on infection prevention and control protocols.
- Assess and re-enforce infection prevention practices.
- Communicate therapeutically and professionally with patients, visitors, coworkers and others in an effective manner.
Education
Required- Bachelors or better in Nursing/Healthcare or related field
Licenses & Certifications
Required- Reg Nurse
Skills
Required- Planning & Organizing
Behaviors
Required- Dedicated: Devoted to a task or purpose with loyalty or integrity
Motivations
Required- Goal Completion: Inspired to perform well by the completion of tasks
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)