GI Tech Specialist 1 (Ambulatory) - Endoscopy - PT - Day

Schedule:

Shift:

Weekly Work Schedule:

Job Information
Exemption Status: Non-Exempt

A Brief Overview
Responsibilities of the GI Technical Specialist (Ambulatory) includes assisting the physician, and/or RN during procedures. Possesses knowledge of endoscopic equipment and procedures performed. Assures endoscopic equipment in good working order. Able to perform all necessary elements of cleaning, high level disinfection and scope reprocessing per department policy and procedures. The GI Technician is responsible for setting up and organizing endoscopic suites. Will prepare the rooms and endoscopes for patient use. Participates with room turnover, pathology, specimen collection and logging, and documentation as directed.

Education Qualifications

Must meet one of the following:

• Surgical Tech Certification
• CNA
• EMT Training
• MA program
• Nursing student completed 1st semester, and •
Able to complete GI Associates program within 90 days of hire Required

Licenses and Certifications

• Certified Surgical Technologist - AST Preferred
• Certified Surgical Technologist - NBSTSA Preferred
• Certified Nurse Aide - KDADS Accepted in lieu of experience/education
• Certified Medical Assistant - AAMA Accepted in lieu of experience/education
• Emergency Medical Technician - KBEM Accepted in lieu of experience/education
Basic Life Support - BLS Required within 90 days of hire.

What you will do

• Completes tasks as delegated by RN or physician within defined role functions and documented competency, and assists the physician and GI RN before, during and after diagnostic and therapeutic procedures with required tasks such as (biopsy, polypectomy, abdominal pressure, banding, dilation, and specimen collection, etc.)
• Is expected to complete any organization and department specific learning modules/training as assigned or required specific to own job role, including quality assurance and improvement activities, reprocessing, HLD, and maintenance of equipment according to infection control policies and manufacturer's instructions.
• Technically competent to trouble shoot the processor tower, and associated machines, GI software program issues and automated endoscopic reprocessing machines and follows appropriate steps to get the issues resolved as quickly as possible, especially in more emergent situations.
• Provides and maintains a healthy, safe environment for the patient and staff by complying with regulatory agency requirements and standards set forth by professional organizations and institutional policies.
• Demonstrates an awareness of self-responsibility for own actions, follows appropriate reporting structures, utilizes effective communication methods and skills, and formulates positive working relationships with all healthcare customers.
• Adheres to staffing and scheduling practices.
• Is responsible for maintaining adequate supply levels, and demonstrates cost effectiveness in the use of supplies and equipment.
• Maintains knowledge of current practice issues related to the field of gastroenterology, and demonstrates self-directed learning to meet own professional development.
Participates in performance improvement activities, and regularly attends staff meetings.

Travel Requirements

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
Performs other duties as assigned

Patient Facing Options

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

Scope

• No Supervisory Responsibility
No Budget Responsibility No Budget Responsibility

Physical Demands

• Balancing: Occasionally 1-3 Hours
• Carrying: Occasionally 1-3 Hours
• Climbing (Stairs): Occasionally 1-3 Hours
• Crouching: Occasionally 1-3 Hours
• Eye/Hand/Foot Coordination: Frequently 3-5 Hours
• Feeling: Frequently 3-5 Hours
• Grasping (Fine Motor): Frequently 3-5 Hours
• Grasping (Gross Hand): Frequently 3-5 Hours
• Handling: Frequently 3-5 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Occasionally 1-3 Hours
• Lifting: Frequently 3-5 Hours up to 40 lbs
• Operate Foot Controls: Occasionally 1-3 Hours
• Pulling: Frequently 3-5 Hours up to 40 lbs
• Pushing: Frequently 3-5 Hours up to 40 lbs
• Reaching (Forward): Frequently 3-5 Hours up to 40 lbs
• Reaching (Overhead): Occasionally 1-3 Hours up to 40 lbs
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Occasionally 1-3 Hours
• Standing: Continuously greater than 5 hours
• Stooping: Occasionally 1-3 Hours
• Talking: Frequently 3-5 Hours
Walking: Continuously greater than 5 hours

Working Conditions

• Chemical: Frequently 3-5 Hours
• Combative Patients: Occasionally 1-3 Hours
• Infectious Diseases: Frequently 3-5 Hours
• Mechanical: Occasionally 1-3 Hours
• Needle Stick: Rarely less than 1 hour
• Noise/Sounds: Rarely less than 1 hour
• Poor Ventilation, Fumes and/or Gases: Occasionally 1-3 Hours
• Radiant Energy: Rarely less than 1 hour
• Risk of Exposure to Blood and Body Fluids: Continuously greater than 5 hours
• Wet and/or Humid: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.