Manager Nursing Services-PICU-Blank Children's Hospital

Manager Nursing Services-PICU-Blank Children's Hospital

The nurse manager has 24 hour accountability and responsibility for a direct care unit or units. The manager is responsible for creating safe, healthy environments that support the work of the health care team and contribute to patient engagement. The manager assists in creating a professional environment where team members are able to contribute to optimal patient outcomes and grow professionally.

Why UnityPoint Health?

• Commitment to our Team – For the third consecutive year, we're proud to be recognized as a  Top 150 Place to Work in Healthcare by Becker’s Healthcare for our commitment to our team members.
• Culture – At UnityPoint Health, you matter. Come for a fulfilling career and experience  a culture  guided by uncompromising values and unwavering belief in doing what's right for the people we serve.
• Benefits – Our competitive  Total Rewards  program offers benefits options that align with your needs and priorities, no matter what life stage you’re in.
• Diversity, Equity and Inclusion Commitment – We’re committed to ensuring you have a voice that is heard regardless of role, race, gender, religion, or sexual orientation.
• Development – We believe equipping you with support and  development opportunities  is an essential part of delivering a remarkable employment experience.
• Community Involvement – Be an essential part of our core purpose—to improve the health of the people and communities we serve.

Visit  https://dayinthelife.unitypoint.org/  to hear more from our team members about why UnityPoint Health is a great place to work.

• Assumes responsibility for operational and capital budget development, monitoring, analysis, and variance reporting.
• Effectively utilizes tools provided for financial, quality, and staffing monitoring and management.
• Remains knowledgeable of Human Resource labor laws including those pertinent to hiring, FMLA, short and long term disability, etc.
• Complies with Human Resources policies, procedures and processes in regard to recruitment, interviewing, hiring, orientation, retention and performance management.
• Assumes accountability for the orientation plans of new employees and the annual competency plans for staff; aligns plans with unit goals and desired outcomes.
• Creates overall plan and goals for department orientation plans as needed to assure successful integration of the employee into the organization.
• Utilizes available tools and data to measure and monitor performance related to quality of care, patient safety, and patient satisfaction; including but not limited to Key Performance Indicators, Nurse Sensitive Indicators, Balanced Scorecard, HCAHPS scores and audits. Creates action plans for areas needing improvement.
• Focuses on a culture of safety by proactively seeking safety concerns and promptly reporting and/or responding to incident reports using root cause analysis and process improvement tools (Adaptive Design).
• -Complies with regulatory requirements of such agencies as Department of Public Health, DNV, OSHA, etc. that are related to customer, employee, and environmental safety.
• Establishes departmental goals which are aligned with the strategic goals and plan of the organization; continuously monitors of progress toward goals.
• Able to communicate to employees how the goals of the department connect to the overall strategic plan of the organization.
• Exhibits an understanding of all elements of change management while implementing organizational or unit changes evidenced by achievement of desired results of the change.
• Establishes a spirit of inquiry within the work area and promotes the use of evidence to advance nursing practice.
• Analyzes care provided within area of responsibility from a systems perspective. Collaborates with other leaders to improve care coordination between areas and levels of care.
• Understands and uses the tools of performance improvement e.g. Adaptive Design, and PDSA.

• Establishes an environmental culture for retention as evidenced by results of employee engagement surveys and workforce data. Utilizes survey data to make improvements in the work environment based on employee feedback.

• Establishes a culture of trust with employees through employee rounding and timely , effective coaching and performance management. Helps team members set goals to optimize personal and departmental performance.

• Supports and continually develops shared governance structure in the department and at the organizational level. Serves as a role model to staff and peers in supporting the strategies and tactics of the nursing enterprise.

• Facilitates discussion on career planning and personal development with all staff. Works collaboratively with staff to create and execute a personal development plans as a retention strategy.Serves as a mentor and role model for staff, students and colleagues.

• Maintains a just culture.

• Recognizes that differences among team members strengthens the team and is able to facilitate that growth; acknowledges the importance of cultural competence in the workforce.
• Demonstrates emotional intelligence and applies that knowledge in day to day leadership activities.

• Adept in skills required to effectively lead a team including conflict management, change management, negotiation, and mediation.

• Communicates effectively and respectfully by verbalizing thoughts directly, taking time to listen and validating feedback.

• Facilitates team conversations that allow for individual participation and contribution of all members.

• Seeks to understand and collaborate with other departments to assure safe and quality care while assuring customer satisfaction.

• Remains up to date on issues and trends in nursing and healthcare to continually elevate professional practice in the department and organization.
• Contributes to overall organizational performance by participating on committees and task forces to advance the performance of nursing and/or the organization.
• Utilizes feedback from others to improve one’s own professional performance in the role.
• Models professional activities such as continuing education, participation in professional organizations, certification, evidence-based practice, book or journal clubs, etc.