CLINICAL NURSE MANAGER Emergency Department

Transcription

1 CLINICAL NURSE MANAGER Emergency Department 1. PURPOSE OF POSITION The appointee to this position will be primarily responsible for the operational management and coordination of services provided in their department at Taranaki Base Hospital. The Clinical Nurse Manager will ensure the effective allocation of resources to provide delivery of nursing and support services that facilitate efficient unit function and management. The Clinical Nurse Manager has a key focus of improving delivery of patient care. The Clinical Nurse Manager role models quality practice and care, and supports the development of new processes and systems relevant to the work area. Evidence based practice is supported. The Clinical Nurse Manager facilitates multi-disciplinary teamwork and integration of service provision. The Clinical Nurse Manager demonstrates substantial theoretical knowledge, effective leadership skills and will be responsible for staff performance monitoring and management. The Clinical Nurse Manager actively supports opportunities for education and training of all staff reporting to him/her. 2. ORGANISATIONAL VALUES The Taranaki District Health Board (TDHB) is committed to the strategic actions and behaviours of Work Together : Treating people with trust, respect and compassion Communicating openly, honestly and acting with integrity Enabling professional and organisational standards to be met Support achievement and acknowledging successes Creating healthy and safe environments Welcoming new ideas 3. DIMENSIONS Reports to: Number of people reporting to you Clinical Services Manager - Medicine Approx. 40 FTE Financial limits authority $1, Operating Budget As per budget This position description is not exhaustive and the incumbent may be requested to perform any reasonable task requested by the Service Manager. This position description will be reviewed from time to time in consultation with the incumbent. Last updated: April 2014 Page 1 of 9

2 4. WORKING RELATIONSHIPS External Ministry of Health Other DHBs Internal Clinical Nurse Managers Consultants Clinical Services Managers Service Improvement Lead 5. ACCOUNTABILITIES Key area of responsibility 1. Leadership To provide leadership and direction for the staff within the unit 2. Service Delivery To ensure optimum service delivery, and efficient and effective use of resources Expected outcomes Strategic implementer. Assist the organisation to build sustainable, long term success within the environment. Leader. Motivate and sets goals for others to follow, consistent with the organisation s strategic direction. Client service manager. Design service strategies and build relationships with internal and external clients in order to meet or exceed their expectations. Portfolio Project Manager. Manage a number of interrelated operational efficiency, service improvement and change management projects. Change Manager. Effectively utilise resources to effect defined pieces of organisational change lead 1st line change within mandate of the organisation. Employee relations. Develop appropriate relationships to provide an effective working relationship. Developer People and Team. Develop self and drive others to develop their full potential and so achieves organisational and succession planning needs. Public sector manager. Manage relationships in the public environment to further the interests of the organisation. Demonstrated ability to identify, prioritise, analyse and resolve a range of issues/problems. Oversees operational management of the unit. Has accountability for the audit requirements to be undertaken in a timely manner. Support TDHBs performance in MOH targets ie Shorter Stays, Smoking Cessation. Ensure effective and efficient utilisation of the Emergency Department nursing areas. Liaise closely with the HOD Emergency Medicine. Work collaboratively with the Clinical Service Manager - Medicine and Service Improvement Lead to identify areas of quality improvement and undertake change Last Updated: April 2014 Page 2 of 9

3 3. Optimum Patient Management and Care management processes. Ensure existing resources are allocated to meet service demands. Clinical/non Clinical responsibilities will be 80% Non Clinical and 20% Clinical acknowledging that there will be flexibility at times. Identify and analyse variation in the workload and performance of the department. Initiate investigation and addressing of complaints and quality deficits that are presented to the service. Provide input into development and maintenance of TDHB policies and protocols. Ensure compliance with statutory legislation requirements and external standards. Provide input into the unit and company business plan, procedures and protocols. Address staff performance deficits. Responsible for maintenance of rosters including management of annual leave within budgeted staffing numbers. Identify and address staff deficits and inform Clinical Services Manager - Medicine. Consults with CSM - medicine on staffing issues as appropriate. Ensure flexible utilisation of staff to cover variation in workloads. Monitor employee absenteeism levels. Responsible for staff recruitment and selection in conjunction with the CSM- medicine to maintain adequate numbers and skill mix to meet workload needs and budgetary expectations. Where present, responsible for ensuring that Trendcare Patient Acuity system is updated daily to maintain an accurate record of ward workload. Provide advice to Service Manager on team and service issues. Ensures team complies with service and company policies. Facilitate associated training as required. Participate in management and service improvement meetings. Assume additional organisation roles and responsibilities within reason and as negotiated with Manager. Promote the role of the service throughout the organisation and externally. Displays high level of collaboration with the CNM of acute services to ensure quality patient care delivery. Attends and participates in the morning Operational Last Updated: April 2014 Page 3 of 9

4 To ensure delivery of effective and efficient patient care and customer service to both internal and external customers 4. Environment & Facilities To ensure environment and facilities are adequate and safe, and meet regulatory requirements 5. Team Work To build an effective and integrated service by developing and promoting a team culture that fosters meeting to represent ED services and identify potential areas of concern. Liaise closely with ward CNMs and duty managers to ensure effective use of resources across all areas. Role models excellence in practice and patient management practices. Patient service is consumer focused, safe, effective, timely and appropriate to maximise patient wellbeing and outcomes. Develops and encourages customer focus. Care provided within services meets professional practice standards. Ensure service provision is culturally appropriate and meets Code of Patient Rights and Responsibilities. Unit policies and procedures are evidence based (where possible), and are known by staff and complied with. Advocate and demonstrate a high standard of customer service at all times. Respond to issues, queries and concerns as needed within the unit. Act as resource to staff on clinical, professional, ethical and legal issues pertaining to service delivery. Develop and maintain unit quality plan. Audit service of department regularly. Health and safety is maintained and promoted. Ensure evaluation of care delivery and staff competency. Educational and health promotion information available. Facilitate staff to work cooperatively for the benefit of clients within the inter-professional team. Promote effective discharge planning. Skill levels of unit staff identified and documented. Staff training identified annually to meet individual and department requirements. Maintain and promote Health and Safety standards. Direct and support staff with a view to ensuring efficiency and effectiveness within the service. Ensure notification if equipment failure occurs. Ensure staff use and maintain equipment and stores appropriately. Regular maintenance of equipment occurs as per maintenance programme and infection control guidelines. Ensure staff are aware of fire regulations, electrical safety policy, emergency plans and relevant legislation. Liaise with CSM - medicine regarding equipment and facility requirements and capital requests. Encourage and promote excellent customer service and team work within the service. Work in collaboration with the CNM ward areas to ensure a strong team culture across hospital services. Delegation of tasks as necessary. Last Updated: April 2014 Page 4 of 9

5 collaborative working relationships 6. Staff Development To facilitate the development and maintenance of skills of all team members 7. Communication To ensure an open and effective communication flow is maintained between team members, and both internal and external customers/stakeholders Develop and sustain productive working relationships with the inter-professional health team. Promote the fostering of a team environment that enhances partnership and co-operation. Attend/initiate company/team meetings where appropriate. Facilitate the appropriate exchange of patient information between the multi-disciplinary team and other departments/services both internal and external. Provide leadership for professional development and quality activities for the unit. Maintain professional links and support networks with other key stakeholders both internal and external. Health and safety of self, colleagues, clients, the public and the environment is maintained at all times. Service, unit and individual role in an emergency is understood. Confront staff conflict and facilitate the achievement of mutually acceptable outcomes (in liaison with the CSM and HR). Participate in regular Performance Reviews. Participate in in-service education and encourages others to do so. Participate in the ongoing training of staff in the advent of equipment or protocol changes. Identify staff training needs and the development of education sessions to address these. Undertake additional courses and conferences to promote personal and professional development. Share knowledge and skills with others, as required. Encourage and promote personal development of staff. Ensure appropriate orientation of staff. Perform annual performance appraisals in an open and constructive manner. Gives recognition of good performance. Staff compulsory education is facilitated. Formulate and co-ordinate annual education plan for staff. Ensure that TDHB and professional information is communicated to staff. Effectively incorporate students into the team and puts in place mechanisms to support their achievement of programme objectives. Maintain close and effective communication with all staff, particularly CNM wards. Attend regular meetings with CSM - medicine. Provide reports on time to CSM - medicine and Service Improvement Lead as required. Participate in meetings with other Nurse Managers / Advisors / Coordinators, HOD and other groups/individuals as appropriate. Last Updated: April 2014 Page 5 of 9

6 8. Financial and Resource Management To ensure service operates efficiently and effectively within the resources available 9. Continuous Quality Improvement To encourage continuous quality improvement and maintenance of all applicable standards 10. Personal Development To maintain a personal development plan Advise staff re consumer satisfaction (internal and external). Ensure effective communication of organisational and professional issues with the team and TDHB. Ensure regular team meetings are held and managed to ensure staff can safely raise any issues. Provide input into development and maintenance of business plans, including budgets. Responsible for expenditure on salaries and supplies within budget target levels. Undertakes workload cost effectively. Identifies opportunities for eliminating wastage of resources within the department. Identifies possible cost reductions to be actioned and informs CSM. Monitors and understands variations within the department budgets - provides explanation to CSM. Ensure departmental policies are written and implemented. Ensure compliance with TDHB procedures and protocols. Develop and monitor the implementation of plans, objectives and targets for unit and TDHB Quality Plans, Department H&S activities and strategies for Continuous Improvement within service. Unit quality plan is formulated in line with organisational plan and reviewed continuously. Continuous Quality/Risk monitoring and appropriate reporting occurs. Identify improvement opportunities and implement as necessary. Attend meetings as required. Plan annual audits in conjunction with Health and Safety representative and ensure services are audited regularly. Critical safety standards are complied with eg fire, Health and Safety, emergency planning, legal compliance, accreditation, and certification. Health and safety is maintained and promoted for staff and clients. Participate in clinical reviews with all team members, and with the support of appropriate professional advisory groups and quality risk advisors when relevant. Ensure any corrective and remedial actions arising from case reviews are implemented in conjunction with a robust communication process for all affected staff. Committed to the development of own skills and knowledge. Ensure own knowledge and practice is updated and aligned with current best practice. Career development plan developed and updated. New responsibilities accepted and old responsibilities delegated as agreed. Last Updated: April 2014 Page 6 of 9

7 Organisational Accountabilities Expected Outcome for all employees Treaty of Waitangi Health and Safety The Taranaki District Health Board embraces the three principles of the Treaty of Waitangi. In practical terms this means: Partnership; working together with iwi, hapu, whanau and Maori communities to develop strategies for improving the health status of Maori. Participation; involving Maori at all levels of the sector in planning, development and delivery of health and disability services that are put in place to improve the health status of Maori. Protection; ensuring Maori wellbeing is protected and improved as well as safeguarding Maori cultural concepts values and practices. Responsible for the provision of a safe workplace and ensuring the health & safety of those working in or visiting the workplace under your control means: Systematically identifying and managing hazards in accordance with the Taranaki DHB s Hazard Identification and Management policy and related procedures. Providing suitable protective clothing and equipment to staff and ensuring it is worn. Providing safety information and ensuring training and supervision of staff occurs so that work is done safely. This includes responding to emergencies, eg: fire. Ensuring all workplace near miss/incidents/accidents are recorded, investigated and reported in a timely manner and outcomes fed back to staff concerned. Assisting with the monitoring of the health of employees to ensure that their work is not having a detrimental effect on them. Consulting with employees on all health & safety matters that affect them and providing opportunities and encouraging staff to participate in health and safety matters. Personal Development Fully contributes to the individuals team performance and is committed to identify and pursue opportunities for developing new knowledge and skills. Participates in the performance appraisal process where personal performance and development is reviewed. Willing to accept new responsibilities, acquire and demonstrate relevant new knowledge. 6. VARIATION TO DUTIES Duties and responsibilities described above should not be construed as a complete and exhaustive list as it is not the intention to limit in any way the scope or functions of the position. Duties and Last Updated: April 2014 Page 7 of 9

8 responsibilities can be amended from time to time either by additional, deletion or straight amendment to meet any changing conditions, however this will only be done in consultation with the employee. 7. CAPABILITY REQUIREMENTS Capabilities are the behaviours demonstrated by a person performing the job. Capabilities identify what makes a person most effective in a role. Those listed below are expected for the PACU 2 team roles in the organisation. The required capabilities can change as the organisation develops and the roles change. Capability Effective Communication Shares well thought out, concise and timely information with others using appropriate mediums. Ensures information gets to the appropriate people within the organisation to facilitate effective decision making. Decision Making/Problem Solving Demonstrates effective and timely decision making/problem solving techniques. Aware of the impact of decisions on key stakeholders and consults as appropriate utilizing available resources. Is proactive and effective when problem solving is required. Innovation/Initiative Continually strives for new and improved work processes that will result in greater effectiveness and efficiencies. Questions traditional ways of doing things when choosing a course of action or finds new combinations of old elements to form an innovatve solution. Resilience/Flexibility Articulates differing perspectives on a problem and will see the merit of alternative points of view. Will change or modify own opinons and will switch to other strategies when necessary. Adjusts behaviour to the demands of the work environment in order to remain productive through periods of transition, ambiguity, uncertainty and stress. Cultural Safety Demonstrates a commitment to cultural safety by meeting and exceeding the cultural needs of clients/customers/colleagues. Manages cultural ambiguity and conflicting priorities well.. Understands concepts of whanaungatanga and manaakitanga and Maori cultural orientation to whanau, hapu and iwi. Teamwork Works to build team spirit, facilitates resolution of conflict within the team, promotes/protects team reputation, shows commitment to contributing to the teams success. Last Updated: April 2014 Page 8 of 9

9 8. EDUCATION Relevant post graduate qualification or working towards. Registered Nurse/Midwife with current APC. 9. SKILLS Computer Literate. Time Management and prioritising skills. 10. EXPERIENCE Experience of staff management essential. Knowledge of Quality Assurance and accreditation principles. Demonstrated ability to maintain confidentiality. Extensive clinical knowledge and experience relevant to area. Last Updated: April 2014 Page 9 of 9