Manager RN-Peri/Anesthesia Services

The Nurse Manager is responsible for the development, implementation and evaluation of the care provided on the patient care unit(s), which is consistent with the established strategic plan, goals and objectives for Patient Care Services. The Nurse Manager is responsible for 24-hour management of the patient care unit. The Nurse Manager supports optimal care that requires specialized knowledge, critical thinking and skills based on principles of psychological, social physical and biological sciences that utilize the nursing process. The Nurse Manager demonstrates the attributes of Servant Leadership, communicates exceptionally, and motivates others to achieve outcomes through work with multidisciplinary teams. Serves as chief recruitment and retention officer for department. Works in collaboration with nursing leadership to identify areas of improvement regarding practice, policies and processes.

Why UnityPoint Health?

• 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 like 401K match, paid time off and education assistance 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.

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

Key Accountability:

• Is aware of hospital and department compliance requirements for federally funded healthcare programs (e.g. Medicare and Medicaid) regarding fraud, waste and abuse. Brings any questions or concerns regarding the compliance to the immediate attention of the department management team or hospital compliance officer.
• Purposefully conducts all aspects of the job in an ethical manner in support of the hospital’s commitment to ethical behavior in all areas of personal and professional activity.
• Performs other duties as deemed necessary to meet the hospital’s mission, to give the healthcare we’d like our loved ones to receive.

Key Accountability: Quality

• Patients First.
• Hardwires patient rounding to assure consistent contact with patients.
• Follows-up on patient concerns as soon as possible if patient in hospital, and within 48 hours, if already discharged. Commit to Sense of Ownership.
• Notifies Director and/or Administration of concerns that have the potential to escalate or lead to Risk Management concerns.
• Embraces the philosophy that performance improvement is an essential element of our work, not an add-on. It is what defines a professional – evaluating our outcomes and looking for ways to improve.
• Organizational, Patient Care Services, and departmental strategic goals and outcomes are reflected in unit Performance Improvement Plan. Targets outcomes that are evidence-based. Analyzes the root causes of variation from quality standards.
• Creates the roadmap for department, based on patient population served, recent outcomes, and the organization’s performance improvement strategy.
• Accountable for steady improvement in publicly reported quality metrics. Engages Unit Practice Councils.
• Provides leadership for evidence-based practice. Incorporates evidence-based practice in policy and protocol development.
• Facilitates multidisciplinary performance improvement activities.
• Serves as the Safety Officer for department. Leads efforts to reduce identified risks, i.e., falls, medication reconciliation, infection prevention, etc. Creates and sustains a non-punitive environment.
• Ensures that unit associates comply with established policies and procedures related to safety goals, infection prevention and risk management.
• Ensures that unit associates maintain competency and skill to respond to anticipated and unanticipated emergency situations and/or crisis management.
• Promotes a “Speak Up” culture.
• Reviews risk management reports, as appropriate. Initiates and documents appropriate corrective actions. Participates in root cause analysis, as appropriate.
• Provides appropriate follow-up with associates surrounding potential risk situations.
• Ensures compliance with federal, state and local laws and regulations.

Key Accountability: Partnership with Associates

• Is visible and accessible to staff. Utilizes multiple communication strategies.
• Effective Communication
• Communicates in an open, clear respectful and consistent manner.
• Provides for two-way conversation between associates and management.
• Models behavior that invites colleague interaction and demonstrates mutuality.
• Honors diversity.
• Relationship Management
• Builds trusting, collaborative relationships with staff, peers, physicians and administration to advance the core patient business strategy.
• Creates an environment that enables the department to fulfill its mission, to give the healthcare we’d like our loved ones to receive, and exceed its goals.
• Achieves low turnover and vacancy rates.
• Fosters development of unit leadership team.
• Creates department schedules built first on patient need and second, around staff flexibility. Every effort is made to be flexible with individual staff requests without negatively impacting others or the department.
• Applies HR practices fairly and consistently.
• Ensures a thorough and adequate orientation program for new staff and student interns.
• Ensures the adequate competency training and continuing education programming is done to meet identified staff development needs.
• Supports department and hospital shared governance infrastructure and staff engagement.
• Supports continuous staff development and career goal achievement
• Shared Decision Making
• Engages staff in shared decision making by facilitating unit practice committees, and supporting similar shared governance committees. Promotes decisions that are patient/family-centered. Supports infrastructure for shared decision making.
• Develops own coaching skill and ability to give timely feedback. Shares decision making, but does not abdicate responsibility.
• Deals with performance issues in a timely manner, with philosophy of “Tough on performance, soft on the person.”
• Conducts regular department meetings; participates in divisional meetings.
• Serves on and/or chairs inter- and intradepartmental committees and medical staff committees

Key Accountability: Workshop of Choice

• Builds credibility with physicians as a champion for patient care, quality and professional practice.
• Collaborates with medical staff to implement evidenced-based practice and process improvement (protocols, policies, and procedures).
• Collaborates with physicians to determine health process improvement needs (clinical management committee) to advance the workshop of choice.
• Prioritizes building physician relationships with key strategic partners. Consistently interacts with physician customers. Identifies work efficiency concerns and strives to address them.
• Assures that when physicians arrive on the unit, they are greeted and have the information they need to make clinical decisions. Assures that rounds are done with physicians whenever possible to enhance communications regarding plan of care. Adjusts morning staff schedules to provide for earlier charge nurse presence, if needed.

Key Accountability: Strengthen the Core

• Assures that unit policies and procedures are current and consistent with regulatory guidelines.
• Monitors for adherence to policies and procedures by use of audits, observations and timely feedback. Engages staff in auditing process. Continually communicates the “why” to processes and ties multiple, seemingly disparate changes to the bigger picture for staff and patient care.
• Holds staff accountable for adherence to standards. If standards are ignored, unintended standards are developed. If failure to comply, 1) respond with 1 – 2 verbal reminders, 2) request an action plan, 3) disciplinary action, 4) reflected in performance appraisal if an on-going issue.
• Collaborates with Director, Patient Care Services leadership, physicians, patient/families and other providers and customers to facilitate planning, implementation and evaluation of department/service line goals and objectives. Evaluates patient care outcomes.
• Develops annual capital, expense and FTE budget in concert with Director. Facilitates development of unit staffing plans to meet Patient Care Services strategic and operational goals.
• Maintains established productivity targets. Achieves productivity targets by year-end. If consistently unable to meet targets, establishes an action plan with Director.
• Evaluates daily staffing needs; collaborates with leadership team to facilitate adjustments that meet unit needs, per C.A.R.E. delivery model.
• Ensures availability of supplies and equipment for quality patient care.
• Anticipates future events and trends to sustain an environment of progressive and evidence-based nursing practice.
• Participates in cross-divisional activities to improve organizational performance.
• Initiates activities that result in desired change related to improved organizational performance and cost containment efforts

• Must have successfully completed an accredited nursing program.
• BSN or Master’s Degree in nursing is preferred
• Three to five years of clinical leadership required, with recognized knowledge and expertise in care for specific patient populations, with evidence in change management.
• Ability to direct others and to exercise judgment in problem-solving scenarios.
• Ability to lead and/or participate in multidisciplinary teams.
• Current licensure in good standing to practice as a Registered Nurse in the State of Iowa.
• Must possess and maintain current Basic Life Support (BLS) certification or obtain certification within three (3) months from date of hire.
• CORE Certification within six (6) months from date of hire.
• Must possess a comprehensive knowledge of general nursing theory and practice and an expanded knowledge of current clinical and specialized patient care concepts.
• Must possess a broad and varied knowledge base that is continually enhanced and updated through self-directed study and participation in educational opportunities.
• Must possess knowledge of performance improvement and quality standards.
• Must possess knowledge of The Joint Commission and other regulatory standards.
• Must be able to successfully complete basic computer course through in-hospital training; develops and maintains necessary computer skills including Word and Excel.
• Must successfully complete in-hospital orientation and competencies.
• Use of usual and customary equipment used to perform essential functions of the position.