SEARCH PROFILE. Executive Director Provider Compensation and Strategic Partnerships. Alberta Health. Executive Manager I

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "SEARCH PROFILE. Executive Director Provider Compensation and Strategic Partnerships. Alberta Health. Executive Manager I"

Transcription

1 SEARCH PROFILE Executive Director Provider Compensation and Strategic Partnerships Alberta Health Executive Manager I Salary Range: $125,318 $164,691 ($4, $6, bi-weekly) Open Competition Job ID: Closing Date: April 22, 2016

2 Alberta Health Overview Alberta Health is advancing a culture of collaboration and creative systems-oriented decision making to achieve a responsive, sustainable, integrated and accountable health system that meets the needs of Albertans. Working with partners to create the conditions for healthy Albertans in a healthy Alberta, the ministry sets policy and direction to ensure that Albertans receive the right health care services, at the right time, in the right place, provided by the right health care providers and teams. The Professional Services and Health Benefits division oversees the delivery of services across all care sectors, including continuing care, addictions, mental health, primary health care, public health and wellness, and acute care. For further information, visit the Ministry website at Position Summary A strategist, influencer, and outcomes focused problem solver, your leadership will be pivotal to the development and implementation of health workforce compensation and funding models that deliver on health service requirements and system priorities. Mentoring a senior team with accountability for 36 FTEs and oversight of about $4 billion in programming, you will lead work that shapes policy and strategies specific to physician and other allied health provider compensation. Your accountabilities include overseeing design and managing the Schedule of Medical Benefits, advancing transition to alternative compensation approaches, and leading development of a sustainable governance approach and robust accountability framework for Academic Medicine. Identifying emerging issues for health professionals, you will support your modeling team in the analysis of information and data to ensure rigor in research and evidence that equips the department with the tools and policy levers for informed decision making. With a commitment to collaboration, you will engage senior representatives of critical stakeholder organizations and health employers in the design and adoption of an integrated framework for compensation and funding approaches that enable health system reform. Major Accountabilities Applying broad systems thinking, setting the vision for the branch, and providing corporate leadership and strategic direction for the evolution and development of innovative health workforce compensation models in Alberta that enable health system change. Advancing innovative and forward-thinking in the design of approaches and concepts for provider compensation models (e.g. Fee for Service, Clinical Alternate Relationship Plans, contractual, sessional, capitation, blended) and alternate physician compensation for consideration, development and implementation. Collaborating and building trusted relationships that support co-design of compensation models and negotiation of agreements with senior and executive representatives of critical stakeholder organizations, including the Alberta Medical Association. Ensuring emerging trends in health and health professions are well-researched and the impacts of proposed new or enhanced compensation models are identified and articulated to internal and external stakeholders in support of evidence-based, informed decision making. Executive Search Executive Director, Provider Compensation and Strategic Partnerships/ Page 2

3 Facilitating development of a robust accountability framework to monitor and report on implemented compensation models. Leading the development of a financially sustainable governance and accountability approach for academic medicine in Alberta that supports centres of excellence and recruitment/retention of top talent sub-specialists. Overseeing management of the Schedule of Medical Benefits for Alberta, providing leadership in policy development that supports re-design of fee for service compensation models for physician and allied health providers under the Alberta Health Care Insurance Plan. Providing overarching leadership and guidance to teams responsible for design of funding and compensation programs to support physicians and other health care professionals in the delivery of specialist and primary care services to Albertans. Facilitating strategic partnerships and proactively consulting and engaging health system leaders, health employers, service providers and other key stakeholders in the identification of emerging and ongoing issues for health professions. Providing analysis and guidance to ensure rigor in applied health workforce research that informs the development of policies and strategies to drive change. Advancing strategic frameworks and leveraging planning and evaluation mechanisms, including strategic foresight and enterprise risk management, to inform and influence long term, value-based health system decision making. Championing an organizational culture that is grounded in a model of collaboration and co-creation, and embraces innovation, forward thinking and continuous improvement as pillars for decision making. Coaching and mentoring staff and building high performance teams with a focus on enabling seamless succession. Managing significant fiscal and human resources to meet business plan objectives. Authorities The Executive Director is involved with the administration of legislation relating to the business of the ministry and other legislation related to leadership responsibilities and delegated authorities including: Health Professions Act Health Disciplines Act Alberta Health Care Insurance Act Public Service Act Financial Planning and Transparency Act Freedom of Information and Protection of Privacy Act Executive Search Executive Director, Provider Compensation and Strategic Partnerships/ Page 3

4 Organization Reporting to the Assistant Deputy Minister, Professional Services and Health Benefits Division, the Executive Director provides leadership to a branch responsible for supporting Alberta s health system priorities through planning, designing, and modelling to enhance existing and advance new compensation policies and strategies. Oversight, mentoring and support is provided to teams in three units: Budget and Analytics Unit; Insured Services & Compensation Design Unit; and Alternative Compensation Design Unit The Executive Director holds accountability for developing and maintaining physician and allied health schedules and physician and other provider alternate compensation programs and strategies, including frameworks and plans to guide operation of key programs including: - Schedule of Medical Benefits; - Optometry, Oral Surgery and Podiatric Schedules; - Alternative Relationship Plans; and - Academic Medicine Framework. Financial and Human Resource Management Leadership is provided to a staff complement of approximately 36 full time equivalencies, and fiscal management of an annual operational budget of approximately $4 billion. Contacts Success in this role demands trusted collaboration with other leaders within the Ministry, across government, and with key system and delivery partners to articulate the Ministry's current results and outcomes, a vision for the path forward, and to address capacity to reach future goals and needs of the broader health system. Key contacts include the Deputy Minister, the Assistant Deputy Minister Professional Services and Health Benefits, members of the Ministry s leadership teams, other staff within the Ministry, senior officials and staff in other ministries. Other strategic partnerships and contacts include executive and senior leaders with Alberta Health Services, the Alberta Medical Association, the College of Physicians and Surgeons, Alberta universities, Provincial and National Health Organizations, the Health Quality Council of Alberta and other related organizations. Issues / Challenges Leading work that shapes and enhances ministry and health system strategic policy, plans and programs specific to physician and allied health provider compensation, with accountability for results that impact current and long-term priorities of the ministry and the health care system. Inspiring broad thinking to remove barriers to innovation and collaboration/partnership across a diverse spectrum of health system partners. Engaging key health system stakeholders to work collaboratively toward an integrated framework for innovative compensation model development for physicians and other health providers, while not compromising appropriate roles and responsibilities of government. Executive Search Executive Director, Provider Compensation and Strategic Partnerships/ Page 4

5 Ensuring alignment of policies and practices for the Schedule of Medical Benefits and Allied Health Provider Programs with the policy directions of the department. The Person (1) Knowledge/Skills/Experience Considerable related experience in senior level health sector roles, with strengths in strategic planning and development of policy and accountability frameworks. Expertise in health workforce compensation and funding models for physicians and other health professionals, and broad knowledge of funding and compensation theory and practice; health care delivery and the health system; health reform and health issues; government directions; and political and legislative processes. Demonstrated track record of strategic leadership with a reputation for motivating and facilitating change, building a culture of innovation, and equipping teams for success. Proven experience leading strategic initiatives involving highly visible, senior level stakeholders and influencing outcomes that impact a broad system. Forward thinking approach with the ability to think and plan from a systems perspective, and drive innovation, new ideas and fresh concepts. Re-design and optimization skills to support new directions and practices. Exceptional capacity for developing networks, collaborating, and building trusted partnerships with diverse stakeholder communities. Highly developed consultation and negotiations skills along with the political acumen to execute agreements with significant organizations that impact a broad health workforce base. Exceptional research, analytical and problem solving skills with experience creating tools, processes and frameworks to inform and support business planning and decision making. Project management strengths with demonstrated success in delivering complicated projects in a politically sensitive and dynamic environment. Success in managing significant human and fiscal resources and contracts. (2) Academic Background A degree in a health discipline or other related field (e.g. public policy, public health administration, education or the social sciences); a graduate degree is an asset. Executive Search Executive Director, Provider Compensation and Strategic Partnerships/ Page 5

6 (3) Alberta Public Service (APS) Competencies Competencies are behaviours that are essential to reach our goals in serving Albertans. The following competencies are drawn from the Alberta Public Service Competency Model to reflect government s focus on planning, strategizing and leadership to accomplish goals. See link for more information on the competencies, Relationship Thinking Achievement DEVELOP NETWORKS Proactively building networks, connecting and building trust in relationships with different stakeholders. Identifies stakeholders Builds relationships Focuses on client Communicates purposefully BUILD COLLABORATIVE ENVIRONMENTS Leads and contributes to the conditions and environments that allow people to work collaboratively and productively to achieve outcomes. Brings people together Facilitates communication Addresses conflict Empowers others Encourages diversity DEVELOP SELF AND OTHERS A commitment to lifelong learning and the desire to invest in the development of the longterm capability of yourself and others. Plans for development Actions development Supports others development CREATIVE PROBLEM SOLVING Ability to assess options and implications in new ways to achieve outcomes and solutions. Seeks clarity Challenges the process Integrates perspectives Identifies alternative solutions SYSTEMS THINKING The work done in the APS is part of a larger integrated and interrelated environment. It is important to know that work done in one part of the APS impacts a variety of other groups/projects inside and outside the APS. Systems Thinking allows us to keep broader impacts and connections in mind. Looks beyond the immediate Considers impacts Understands connections Provides clarity AGILITY Ability to anticipate, assess and readily adapt to changing priorities, maintain resilience in times of uncertainty and effectively work in a changing environment. Seeks out new opportunities Anticipates change Emotional resilience Supports change Adapts DRIVE FOR RESULTS Knowing what outcomes are important and maximizing resources to achieve results that are aligned with the goals of the organization, while maintaining accountability to each other and external stakeholders. Plans for results Takes accountability Takes risks Focuses on outcomes Executive Search Executive Director, Provider Compensation and Strategic Partnerships/ Page 6

SEARCH PROFILE. Executive Director Policy, Planning and Legislative Services. Alberta Seniors and Housing. Executive Manager I

SEARCH PROFILE. Executive Director Policy, Planning and Legislative Services. Alberta Seniors and Housing. Executive Manager I SEARCH PROFILE Executive Director Policy, Planning and Legislative Services Alberta Seniors and Housing Executive Manager I Salary Range: $125,318 - $164,691 ($4,801.47 $6,310.03 bi-weekly) Limited Competition

More information

SEARCH PROFILE. Executive Director Policy. Alberta Climate Change Office. Executive Manager 1

SEARCH PROFILE. Executive Director Policy. Alberta Climate Change Office. Executive Manager 1 SEARCH PROFILE Executive Director Policy Alberta Climate Change Office Executive Manager 1 Salary Range: $125,318 - $164,691 ($4,801.47 - $6,310.03 bi-weekly) Open Competition Job ID: 1038771 Closing Date:

More information

EXECUTIVE DIRECTOR STRATEGIC SERVICES CORPORATE STRATEGIES AND SERVICES DIVISION ALBERTA INFRASTRUCTURE

EXECUTIVE DIRECTOR STRATEGIC SERVICES CORPORATE STRATEGIES AND SERVICES DIVISION ALBERTA INFRASTRUCTURE EXECUTIVE DIRECTOR STRATEGIC SERVICES CORPORATE STRATEGIES AND SERVICES DIVISION ALBERTA INFRASTRUCTURE Executive Manager I Salary Range: $125,318 - $164,691 ($4,801.47 - $6,310.03 bi-weekly) Limited Competition

More information

SEARCH PROFILE. Executive Director Energy Technical Services. Alberta Energy. Executive Manager 1

SEARCH PROFILE. Executive Director Energy Technical Services. Alberta Energy. Executive Manager 1 SEARCH PROFILE Executive Director Energy Technical Services Alberta Energy Executive Manager 1 Salary Range: $125,318 - $164,691 ($4,801.47 - $6,310.03 bi-weekly) Limited Competition Job ID: 1032725 Closing

More information

Need Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca

Need Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca Need Information? Go to: www.chr.alberta.ca/apscompetencies Have Questions? Email: apscompetencies@gov.ab.ca Table of Contents Background... 3 Why Behavioural Competencies?... 3 The APS Competency Model...

More information

Corporate Human Resources Internal Role Profile

Corporate Human Resources Internal Role Profile Corporate Human Resources Internal Role Profile Director, Organizational Development Role Purpose: Reporting to the Executive Director, Talent Management, this position provides leadership and functional

More information

UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES

UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES UTS POSITION DESCRIPTION UTS:HUMAN RESOURCES Position Title HR Change Manager Unit/Division or Faculty HRU Position Number Current HEW Level HEW 8 Job Family(HR Use Only) ANZSCO Code (HR Use Only) UTS

More information

Middlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager

Middlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant

More information

Key Leadership Competencies Examples of Effective and Ineffective Behaviours

Key Leadership Competencies Examples of Effective and Ineffective Behaviours Key Leadership Competencies Examples of Effective and Ineffective Behaviours Deputy Minister to Director Office of the Chief Human Resources Officer Executive Policies June 2015 Key Leadership Competency

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

Role Profile. Ministry of Technology, Innovation and Citizens Services. Assistant Deputy Minister Integrated Workplace Solutions.

Role Profile. Ministry of Technology, Innovation and Citizens Services. Assistant Deputy Minister Integrated Workplace Solutions. Ministry of Technology, Innovation and Citizens Services Assistant Deputy Minister Integrated Workplace Solutions Victoria Ministry Overview The Ministry of Technology, Innovation and Citizens Services

More information

Chartered Professional in Human Resources. Competency Framework

Chartered Professional in Human Resources. Competency Framework Chartered Professional in Human Resources Competency Framework Contents 1 About the CPHR 1 Application of the Competency Framework 2 Path to Obtain the CPHR 2 Maintaining the CPHR 3 Overview of the Functional

More information

OPPORTUNITY PROFILE. Associate Dean Executive Education

OPPORTUNITY PROFILE. Associate Dean Executive Education OPPORTUNITY PROFILE Associate Dean Executive Education THE ORGANIZATION - ALBERTA SCHOOL OF BUSINESS EXECUTIVE EDUCATION The Alberta School of Business is one of the world s leading institutions in business

More information

Leicestershire Partnership Trust. Leadership Development Framework

Leicestershire Partnership Trust. Leadership Development Framework Leicestershire Partnership Trust Leadership Development Framework 1 Leadership Development Framework Introduction The NHS in England is facing a period of substantial change in light of the recent Government

More information

UC Davis Career Compass Core Competencies Model

UC Davis Career Compass Core Competencies Model UC Davis Career Compass Core Competencies Model Core Competencies (1 through 10 are listed in alphabetical order and 11 is an additional core competency specifically for managers and supervisors) 1. Communication

More information

General Manager Shared Services Operations Shared Services Operations Business Group Deputy Chief Executive, Shared Services Wellington

General Manager Shared Services Operations Shared Services Operations Business Group Deputy Chief Executive, Shared Services Wellington Job Description Job Title Branch Business Group Reporting to Location Salary Range General Manager Shared Services Operations Shared Services Operations Business Group Deputy Chief Executive, Shared Services

More information

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014)

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) 1 Educational Leadership & Policy Studies Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) The comprehensive exam is intended as a final assessment of a student s ability to integrate important

More information

We Fight Cancer: Care That Never Quits

We Fight Cancer: Care That Never Quits We Fight Cancer: Care That Never Quits Cancer Treatment Centers of America (CTCA ) delivers an extraordinary patient experience we call Patient Empowered Care. We deliver state-of-the-art, high quality

More information

Pima Community College District. Vice Chancellor of Human Resources

Pima Community College District. Vice Chancellor of Human Resources Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima

More information

Utah Educational Leadership Standards, Performance Expectations and Indicators

Utah Educational Leadership Standards, Performance Expectations and Indicators Utah Educational Leadership Standards, Performance Expectations and Indicators Standard 1: Visionary Leadership An educational leader promotes the success of every student by facilitating the development,

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

Leadership and Management Competencies

Leadership and Management Competencies Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,

More information

GOVERNMENT RESPONSE TO THE CHILD INTERVENTION SYSTEM REVIEW

GOVERNMENT RESPONSE TO THE CHILD INTERVENTION SYSTEM REVIEW GOVERNMENT RESPONSE TO THE CHILD INTERVENTION SYSTEM REVIEW October 2010 Closing the Gap Between Vision and Reality: Strengthening Accountability, Adaptability and Continuous Improvement in Alberta s Child

More information

Attribute 1: COMMUNICATION

Attribute 1: COMMUNICATION The positive are intended for use as a guide only and are not exhaustive. Not ALL will be applicable to ALL roles within a grade and in some cases may be appropriate to a Attribute 1: COMMUNICATION Level

More information

the Defence Leadership framework

the Defence Leadership framework the Defence Leadership framework Growing Leaders at all Levels Professionalism Loyalty Integrity Courage Innovation Teamwork Foreword One of the founding elements of Building Force 2030, as outlined in

More information

Setting Priorities for the B.C. Health System

Setting Priorities for the B.C. Health System Setting Priorities for the B.C. Health System - 14 th Annual Healthcare Summit - Elaine McKnight Associate Deputy Minister Ministry of Health June 26, 2014 DRAFT 1 The Path to a Refreshed Strategy Innovation

More information

CHIEF EXECUTIVE OFFICER JOB & PERSON SPECIFICATION MAY 2011

CHIEF EXECUTIVE OFFICER JOB & PERSON SPECIFICATION MAY 2011 CHIEF EXECUTIVE OFFICER JOB & PERSON SPECIFICATION MAY 2011 Chief Executive Officer Page 1 POSITION: REPORTS TO: EMPLOYMENT STATUS: CHIEF EXECUTIVE OFFICER MAYOR AND ELECTED COUNCIL FIXED TERM CONTRACT

More information

The Johns Hopkins University Human Resources Competency Dictionary

The Johns Hopkins University Human Resources Competency Dictionary The Johns Hopkins University Human Resources Competency Dictionary JHU Human Resources Competencies (Applies to All HR Functional Areas) Business Partnership and Consultation Ethics and values Decision

More information

LEADERSHIP COMPETENCIES

LEADERSHIP COMPETENCIES THINKING AND ACTING STRATEGICALLY Thinking conceptually about the big picture and in which direction the organization is/should be headed, developing long-term plans to achieve the desired outcomes and

More information

Planning and Improvement Manager Hospital Operations and Specialist Services

Planning and Improvement Manager Hospital Operations and Specialist Services Planning and Improvement Manager Hospital Operations and Specialist Services 1. PURPOSE OF POSITION The Organisational Improvement and Performance Manager will lead the development, strategic planning

More information

HUMAN SERVICES MANAGEMENT COMPETENCIES

HUMAN SERVICES MANAGEMENT COMPETENCIES HUMAN SERVICES MANAGEMENT COMPETENCIES A Guide for Non-Profit and For Profit Agencies, Foundations and Academic Institutions Prepared by: Anthony Hassan, MSW, Ed.D. William Waldman, MSW Shelly Wimpfheimer,

More information

Alberta Health. Primary Health Care Evaluation Framework. Primary Health Care Branch. November 2013

Alberta Health. Primary Health Care Evaluation Framework. Primary Health Care Branch. November 2013 Primary Health Care Evaluation Framewo Alberta Health Primary Health Care Evaluation Framework Primary Health Care Branch November 2013 Primary Health Care Evaluation Framework, Primary Health Care Branch,

More information

MSU LEAD (Leadership Excellence and Development) Competency Model

MSU LEAD (Leadership Excellence and Development) Competency Model Reference #1 MSU LEAD (Leadership Excellence and Development) Competency Model Leadership Behavior Categories (pages 2-4) A. Thinking strategically/visionary B. Leading change C. Communicating D. Building

More information

Economic Development and Trade

Economic Development and Trade Economic Development and Trade BUSINESS PLAN 2015 18 ACCOUNTABILITY STATEMENT This business plan was prepared under my direction, taking into consideration the government s policy decisions as of October

More information

Principal Selection Process. Office of Human Resources. October 2015

Principal Selection Process. Office of Human Resources. October 2015 Principal Selection Process Office of Human Resources October 2015 1 Strategic Goals 2 Principal Selection Process Overview Tier 4 Entry Plan Case Study Superintendent, Deputy Superintendent, Chief Schools

More information

UCR Core Competency Model Behavioral Indicators

UCR Core Competency Model Behavioral Indicators UCR Core Competency Model Behavioral Indicators Rev. 03/20/2013 COMMUNICATION Shares and receives information using clear oral, written, and interpersonal communication skills. Behavioral Indicator-Operational

More information

CHIEF NURSE / DIRECTOR OF CLINICAL GOVERNANCE

CHIEF NURSE / DIRECTOR OF CLINICAL GOVERNANCE www.gov.gg/jobs JOB POSTING CHIEF NURSE / DIRECTOR OF CLINICAL GOVERNANCE JOB TITLE Chief Nurse / Director of Clinical Governance SALARY Attractive Remuneration Package available with post TYPE Full Time

More information

Evolving Primary Care Networks in Alberta. A Companion Document to the PCN Evolution Vision and Framework (December 2013) of the Primary Care Alliance

Evolving Primary Care Networks in Alberta. A Companion Document to the PCN Evolution Vision and Framework (December 2013) of the Primary Care Alliance Evolving Primary Care Networks in Alberta A Companion Document to the PCN Evolution Vision and Framework (December 2013) of the Primary Care Alliance December 2013 2 Evolving Primary Care Networks in Alberta

More information

Local Health Integration Network SOUTH WEST CLINICAL QUALITY TABLE

Local Health Integration Network SOUTH WEST CLINICAL QUALITY TABLE Local Health Integration Network DRAFT Terms of Reference SOUTH WEST CLINICAL QUALITY TABLE Table of Contents 1. BACKGROUND/CONTEXT... 3 1.1. Purpose and Scope:... 3 1.2. Objectives... 3 1.3. Accountability...

More information

STRATEGIC PLAN 2013-2016. One Island health system supporting improved health for Islanders

STRATEGIC PLAN 2013-2016. One Island health system supporting improved health for Islanders STRATEGIC PLAN 2013-2016 One Island health system supporting improved health for Islanders 02 Message from the Board Chair 03 Executive Summary 04 Introduction 05 Performance & Accountability Framework

More information

2011-2016 Strategic Plan. Creating a healthier world through bold innovation

2011-2016 Strategic Plan. Creating a healthier world through bold innovation 2011-2016 Strategic Plan Creating a healthier world through bold innovation 2011-2016 STRATEGIC PLAN Table of contents I. Global direction 1 Mission and vision statements 2 Guiding principles 3 Organizational

More information

Opportunity Profile. Vice President, Information Technology

Opportunity Profile. Vice President, Information Technology Opportunity Profile Vice President, Information Technology THE ORGANIZATION COAST CAPITAL SAVINGS CREDIT UNION Coast Capital Savings (CCS) is Canada s largest credit union by membership, owned by its 522,000

More information

JOB AND PERSON SPECIFICATION

JOB AND PERSON SPECIFICATION Central Northern Adelaide Health Service LYELL McEWIN HOSPITAL JOB AND PERSON SPECIFICATION Position Title: Nursing Director Nursing & Midwifery Education Classification Code: Registered Nurse/Midwife

More information

KEY CONCEPTS AND IDEAS

KEY CONCEPTS AND IDEAS LEAD SELF The domain of the LEADS in a Caring Environment leadership capability framework, consists of four capabilities: a leader (1) Is Self-Aware, (2) Manages Self, (3) Develops Self, and (4) Demonstrates

More information

Position Description Questionnaire

Position Description Questionnaire Agency Number: 73000 Position Description Questionnaire Agency Name: TRANSPORTATION, DEPT OF Position Number #0513001 Name of Employee: Last Name, First Name Employee Number: OR0000000 Class: X7010 Class

More information

Resource Management FORM 1

Resource Management FORM 1 FORM 1 This competency self-assessment process is designed to help you identify your areas of strength and areas for development as a leader/manager in the Public Service of Newfoundland and Labrador.

More information

Kenya Revenue Authority (KRA) Chief Manager - Strategy, Planning and Policy

Kenya Revenue Authority (KRA) Chief Manager - Strategy, Planning and Policy Kenya Revenue Authority (KRA) Chief Manager - Strategy, Planning and Policy Job details Reference Number: KRA/HR01/14 Job Title: Chief Manager - Strategy, Planning and Policy Supervisor: Deputy Commissioner

More information

Job description People and Organisational Development Business Partner (Operations)

Job description People and Organisational Development Business Partner (Operations) Job description People and Organisational Development Business Partner (Operations) Main purpose of job The purpose of the People and Organisational Development (POD) directorate is to ensure the Society

More information

BC Public Service Competencies

BC Public Service Competencies BC Public Service Competencies Competencies that support LEADING PEOPLE For Executive and Directors: Motivating for Peak Performance Motivating for peak performance involves knowledge and skills in using

More information

Leadership & People Management WSQ

Leadership & People Management WSQ Our frontline leaders in SIA are empowered to lead our service teams to achieve the highest levels of service excellence. They are trained in core functional skills as well as given the opportunity to

More information

JOB DESCRIPTION. Identify and strengthen opportunities for collaboration and delivery across NHS 24's digital service provision

JOB DESCRIPTION. Identify and strengthen opportunities for collaboration and delivery across NHS 24's digital service provision JOB DESCRIPTION 1. JOB IDENTIFICATION Job Title: Responsible to: Department(s)/Location: LiU Service Manager SCTT Head of Development (Telecare) Medical Directorate, Cardonald, Norseman House, or such

More information

Leads pedagogical practice. Promotes professional learning

Leads pedagogical practice. Promotes professional learning Leading teaching and learning 1 Creates a student centred learning environment 4 Builds capacity Developing self and others Leading teaching and learning 2 Leads pedagogical practice Developing self and

More information

JOB DESCRIPTION: Senior Manager HR & Talent Management

JOB DESCRIPTION: Senior Manager HR & Talent Management JOB DESCRIPTION: Senior Manager HR & Talent Management RESPONSIBLE TO: RESPONSIBLE FOR: Group Director The overall management and development of all aspects of HR and Talent Management for the company,

More information

Operations & Business Development Director

Operations & Business Development Director POSITION DESCRIPTION Position: Reports to: EFT: Role Purpose: Internal Relationships: External Relationships: Remuneration: Location Base: Operations & Business Development Director CEO Initial twelve

More information

Organisational Development Manager. Associate Director, Education and Development JOB SUMMARY

Organisational Development Manager. Associate Director, Education and Development JOB SUMMARY JOB TITLE: BAND: BASE: RESPONSIBLE TO: ACCOUNTABLE TO: Organisational Development Manager TBA XX Associate Director, Education and Development Associate Director, Education and Development JOB SUMMARY

More information

Academic Leader, Nurse Education Team. UCOL has a vacancy for an Academic Leader for the Nurse Education Team within the Faculty of Health Science.

Academic Leader, Nurse Education Team. UCOL has a vacancy for an Academic Leader for the Nurse Education Team within the Faculty of Health Science. Academic Leader, Nurse Education Team UCOL has a vacancy for an Academic Leader for the Nurse Education Team within the Faculty of Health Science. This is an exciting new opportunity for you to be a key

More information

POSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas

POSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas POSITION DESCRIPTION Position Title Manager, Technical Services Support Position Number Reports to Manager Technology Services Functional Auth HRM Auth Region IT Services Centre Head Office Date Feb 2011

More information

Medical Education Coordinator

Medical Education Coordinator Date: May 2013 Job Title : Medical Education Coordinator Department : Awhina Education Location : Waitemata District Health Board acute and community services Reporting To : Awhina Education Manager Direct

More information

Workforce Strategy 2015-2020

Workforce Strategy 2015-2020 Workforce Strategy 2015-2020 Introduction 1. The aim of this workforce strategy is to support delivery of the sustained transformation necessary to achieve faster, fitter, more flexible, citizen and customer

More information

Role Description Director, Customer Experience

Role Description Director, Customer Experience Role Description Director, Customer Experience Classification/Grade/Band Band 1 Senior Executive Work Level Standards ANZSCO Code PCAT Code Date of Approval Work Contribution Stream: Service/Operational

More information

Manager Strategic Design

Manager Strategic Design Manager Strategic Design Service Innovation Group, Service Delivery & Operations DIA is the Agency responsible for to the Government for Delivering Better Public Service Result 10 (BPS 10). It is charged

More information

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY An Overview Designing, driving and implementing people management strategies, processes and projects for real business value HR Strategic

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07

Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07 All photographs courtesy of Mark Bright and used by permission. COUNTY OF SANTA BARBARA Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07 The

More information

National Manager Online Services for Schools

National Manager Online Services for Schools National Manager Online Services for Schools National Library, Information and Knowledge Services The National Manager Online Services for Schools is responsible for providing strategic and operational

More information

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble:

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble: 1 Role of Nursing Professional Development in Helping Meet Institute of Medicine s Future of Nursing Recommendations Preamble: The Robert Wood Johnson Foundation s Initiative on The Future of Nursing at

More information

Department of Human Resources

Department of Human Resources Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational

More information

Manager, Procurement and Contracts

Manager, Procurement and Contracts Position description Position title: Reports to: Directorate: Contract Manager/Team Leader Manager, Procurement and Contracts Operations Date: May 2015 PHARMAC s mission Our legislative objective is: to

More information

CNE/CNO Governance and Leadership Self-Assessment

CNE/CNO Governance and Leadership Self-Assessment CNE/CNO Governance and Leadership Self-Assessment The RNAO Governance and Leadership Self-Assessment is presented as a tool for Chief Nursing Executives (CNEs) and Chief Nursing Officers (CNOs) to use

More information

SEARCH PROFILE MANAGER, LABOUR RELATIONS & EMPLOYMENT SERVICES

SEARCH PROFILE MANAGER, LABOUR RELATIONS & EMPLOYMENT SERVICES SEARCH PROFILE MANAGER, LABOUR RELATIONS & EMPLOYMENT SERVICES Gord Syme, Market Leader 780.432.5490 ext 439 gsyme@conroyross.com Sandra McIsaac, Search Consultant 780.432.5490 ext 436 smacissac@conroyross.com

More information

DIRECTOR, NURSING & CLINICAL SERVICES

DIRECTOR, NURSING & CLINICAL SERVICES DIRECTOR, NURSING & CLINICAL SERVICES JOB & PERSON SPECIFICATION MARCH 2014 Director, Nursing & Clinical Services Page 1 JOB SPECIFICATION TITLE OF POSITION : REPORTS TO : DIRECT REPORTS : DIRECTOR, NURSING

More information

Integrated Leadership: Promoting Collaboration to Transform Health Care

Integrated Leadership: Promoting Collaboration to Transform Health Care Integrated Leadership: Promoting Collaboration to Transform Health Care 2015 ABMS National Policy Forum The Future of Practice: Transformation to Patient Centered Systems. John R. Combes, MD Chief Medical

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

PERFORMANCE MANAGEMENT PROGRAM

PERFORMANCE MANAGEMENT PROGRAM PERFORMANCE MANAGEMENT PROGRAM For Deputy Ministers, Associate Deputy Ministers and Individuals Paid in the GX Salary Range GUIDELINES Last Updated November 2016 1.0 INTRODUCTION The purpose of this document

More information

Position Profile Executive Director Skills for Change (SfC)

Position Profile Executive Director Skills for Change (SfC) Position Profile Executive Director Skills for Change (SfC) 1.0 Profile of Skills for Change 1.1 Background Information Since 1982, Skills for Change (SfC) has worked with over 120,000 immigrants and refugees

More information

ABS Leadership and Management Charter

ABS Leadership and Management Charter The ship and Management Development Charter is a comprehensive and inclusive capability development strategy, designed to provide greater transparency and structure to the development of ABS leaders and

More information

Position Description

Position Description Position Description POSITION TITLE Manager Organisational Development POSITION NO 500328 DIRECTORATE DEPARTMENT REPORTS TO CLASSIFICATION LOCATION Corporate Services Organisational Development Director

More information

Succession Planning Discussion Guide

Succession Planning Discussion Guide Succession Planning Discussion Guide Overview This discussion guide is used to facilitate the development of the success profile for the CEO and/or other top leadership positions. The success profile describes

More information

POSITION GUIDE. Leukemia & Lymphoma Society (LLS) MISSION

POSITION GUIDE. Leukemia & Lymphoma Society (LLS)  MISSION POSITION GUIDE INSTITUTION: POSITION: REPORTS TO: LOCATION: Leukemia & Lymphoma Society (LLS) www.lls.org Executive Director, Indiana Chapter Region Vice President Indianapolis, IN MISSION The mission

More information

Registered nurse professional practice in Queensland. Guidance for practitioners, employers and consumers

Registered nurse professional practice in Queensland. Guidance for practitioners, employers and consumers Registered nurse professional practice in Queensland Guidance for practitioners, employers and consumers December 2013 Registered nurse professional practice in Queensland Published by the State of Queensland

More information

20701 Manhattan Place, Torrance, CA 90501 USA 310-518-2380 www.amag.com

20701 Manhattan Place, Torrance, CA 90501 USA 310-518-2380 www.amag.com Overview: AMAG Technical Services provides a variety of solutions including but not limited to technical support, training and professional services. Technical Services delivers these services through

More information

Appendix A: Required Professional Capabilities Classification System

Appendix A: Required Professional Capabilities Classification System Appendix A: Required Professional Capabilities Classification System 10000 FUNCTIONAL AREA ONE: STRATEGY 10100 10101 10102 10103 10104 10105 Impact the organization and human resources practices by bringing

More information

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by: CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)

More information

UNITED STATES AIR FORCE. Air Force Product Support Enterprise Vision

UNITED STATES AIR FORCE. Air Force Product Support Enterprise Vision UNITED STATES AIR FORCE Air Force Product Support Enterprise Vision July 2013 Foreword Product Support is a set of functions and products that enables operational capability and readiness of systems, subsystems,

More information

Alabama Standards for Instructional Leaders

Alabama Standards for Instructional Leaders Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,

More information

OCIO Strategy 2014. Page 1 CTZ-2014-00129

OCIO Strategy 2014. Page 1 CTZ-2014-00129 OCIO Strategy 2014 Page 1 Table of contents 03 Message from the GCIO & Strategy Steering Committee 05 Introduction and context 07 Our Vision and Mission 08 Our stakeholders 09 Our Roles 11 Our Values 12

More information

The Future of Nursing: Transforming Leadership in the Clinical Setting

The Future of Nursing: Transforming Leadership in the Clinical Setting The Future of Nursing: Transforming Leadership in the Clinical Setting Linda Q. Everett, PhD, RN, NEA-BC, FAAN Executive Vice President & Chief Nurse Executive Indiana University Health Indianapolis, IN

More information

strategic workforce planning: building blocks to success

strategic workforce planning: building blocks to success strategic workforce planning: building blocks to success Foreword by Tom Kaminsky The ability to attract and retain people with valuable skills that meet business objectives is vital for companies seeking

More information

DEPARTMENT OF HEALTH ADMINISTRATION AND POLICY. Competencies In Executive Management

DEPARTMENT OF HEALTH ADMINISTRATION AND POLICY. Competencies In Executive Management DEPARTMENT OF HEALTH ADMINISTRATION AND POLICY Competencies In Executive Management Competencies in Executive Management HAP'S Concentration in Executive Management has established a set of competencies

More information

Strategic Vision. for Stewarding the Nation s Climate Data. Our. NOAA s National Climatic Data Center

Strategic Vision. for Stewarding the Nation s Climate Data. Our. NOAA s National Climatic Data Center Strategic Vision Our for Stewarding the Nation s Climate Data NOAA s National Climatic Data Center M AY 2013 Our Strategic Vision for Stewarding the Nation s Climate Data 2 FOREWORD From the Director The

More information

Manager HR Systems and Analytics

Manager HR Systems and Analytics Manager HR Systems and Analytics Human Resources Group, Shared Services Branch The Manager HR Systems and Analytics is responsible for managing all HR systems including the development and the implementation

More information

JOB AND PERSON SPECIFICATION

JOB AND PERSON SPECIFICATION Central Northern Adelaide Health Service LYELL McEWIN HOSPITAL JOB AND PERSON SPECIFICATION Position Title: Associate Clinical Services Coordinator Diabetes Classification Code: Registered Nurse and/or

More information

Director General Foreword. Minister Foreword

Director General Foreword. Minister Foreword STRATEGIC PLAN 2015-2019 Minister Foreword Our $12 billion primary industries sector plays a critical role in driving the NSW economy, and is a foundation for thriving rural and regional communities, directly

More information

Advancing Health in America Strategic Plan

Advancing Health in America Strategic Plan 2017 2020 Plan Advancing Health in America Our vision is of a society of healthy communities, where all individuals reach their highest potential for health. Our mission is to advance the health of individuals

More information

UNIVERSITY OF COLORADO DENVER Job Description

UNIVERSITY OF COLORADO DENVER Job Description UNIVERSITY OF COLORADO DENVER Job Description Director of Finance and Administration Linda Crnic Institute for Down Syndrome, School of Medicine, University of Colorado Denver Position Number: 698101 About

More information

JOB PROFILE. For more detailed information about Internal Affairs, go to our website: www.dia.govt.nz.

JOB PROFILE. For more detailed information about Internal Affairs, go to our website: www.dia.govt.nz. JOB PROFILE Job Title: Enterprise Architect Business Unit: Chief Architect Business Group: Government Technology Services Branch: Reporting to: Chief Architect Location: Wellington Grade: 22 Date last

More information

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES Responsible to: Responsible for: Chief Executive HR and Payroll Administrator HR Interns and Volunteers Dimensions Location of work Other information

More information

Registered Nurse professional practice in Queensland

Registered Nurse professional practice in Queensland Nursing and Midwifery Office, Queensland Strengthening health services through optimising nursing Registered Nurse professional practice in Queensland Guidance for practitioners, employers and consumers.

More information

CD(SA) Director Competency Framework

CD(SA) Director Competency Framework CD(SA) Director Competency Framework This framework identifies the knowledge, skills and experience you will be required to evidence for the Chartered Director Evaluation. The Institute of Directors in

More information

CIAC CALL CENTER MANAGEMENT COMPETENCIES

CIAC CALL CENTER MANAGEMENT COMPETENCIES CIAC CALL CENTER MANAGEMENT COMPETENCIES CIAC-Certified Operations Manager (CCOM) These competencies represent the knowledge, skill, and behavioral requirements for professionals pursuing certification

More information