Charge Nurse-Outpatient-ABQ in Albuquerque, NM

Location Address: 8100 Constitution Pl NE , Albuquerque, New Mexico 87110-7643, United States of America Compensation Pay Range Minimum Offer $: 40.8 Maximum Offer for this position is up to $: 54 Summary Under the direction of the Nursing Director, works with the Department RN Manager and RN Assistant Manager as a part of the management/leadership team to provide clinical and operational shift supervision of care processes which includes patient flow, exceptional care experiences, quality processes, patient safety, and direction of unit staff in designated service area(s). May provide direct patient care How You Grow, Learn And Thrive Matters Here. • Educational and career development options, including tuition and certification reimbursement, scholarship opportunities • Staff Safety (a wearable badge that allows nurses to quickly and discreetly call for help when safety is a concern) • Differentials for night/weekend shifts, higher education, certifications and various lead roles (for eligible positions) • Malpractice liability insurance • Loan forgiveness through the  New Mexico Higher Education Department  • EPIC electronic charting system Type Of Opportunity Full time Fte 1 Job Exempt No Work Shift 12 Hour Days (United States of America) Responsibilities Key Job Functions- Performance Dimensions Leadership Competencies A. Leads Self: Foundational knowledge of the master competencies B. Leads Team: Ability to supervise care team and care operations C. Leads PHS: Ability to achieve results a. Performance Dimensions i. Supervising the Business 1. Clinical practice knowledge: Provides shift supervision that focuses the work and processes of the clinical environment to achieve deployment of competent, results-driven care processes 2. Human resources: Supports the processes of recruitment, interviewing, selection of potential candidates 3. Orientation of new staff: Provides shift supervision to support the successful onboarding of new hires. 4. Labor Laws: Provides shift supervision that focuses the work and processes of the clinical environment to support compliance with state and federal labor laws. 5. Process Improvement: Provides shift supervision that focuses the work and processes of the clinical environment to achieve quality indicators/targets, optimize patient safety, support continuous regulatory readiness, and contributes to the successful communication between all work groups. 6. Foundational thinking: Provides shift supervision that focuses the work and processes of the clinical environment to support work models and evidence-based practice deployment and sustainment. 7. Technology: Proficient in using computer based skills/applications. Functions as a super-user to integrate and sustain healthcare technology systems and applications. Provides shift supervision that focuses the work and processes of the clinical environment to deploy and sustain clinical based technologies supporting patient care including electronic medical record, medication management, integration of technology into patient care processes and to support work systems 8. Strategic management: Provides shift supervision that focuses the work and processes of the clinical environment to support the deployment and sustainment of work plans that achieve optimal patient care and organizational results at the point of care. 9. Financial management: Provides shift supervision that focuses the work and processes of the clinical environment to achieve meeting financial targets, productivity, exceptional patient experience, employee satisfaction and engagement, and quality targets. ii. Supervising the People 1. Human resource leadership skills: Provides shift supervision of staff performance to achieve optimal care provision, clinical performance, support mentoring opportunities, and models of professional standards and behaviors. 2. Relationship management: Applies communication skills that incorporate active listening, inquiry; effective use of dialogue, conflict management skills, negotiation, and mediation in the shift supervision of unit staff, intraprofessional teams, and care processes. 3. Diversity: Provides shift supervision to support a work environment that upholds the cultural/population specific standards for those served; maintains an environment appreciation of a diverse workforce. 4. Shared decision making: Supports the process of shared governance and shared decision-making iii. Professionalism 1. Professional and personal accountability: Role models the value of continuous learning including academic advancement, continuing education, and maintains currency on current care practices. Actively involved in performing annual self-assessment and on-going development and achievement of a development action plan. 2. Career Planning: Assesses career planning/goals and develops/implements continuous learning and activities to support goal path. 3. Personal Journey: Actively reflects on continuous learning activities, utilizes action-learning techniques to identify and act on areas of strength and opportunities. 4. Reflective Practice: Incorporates and role models integrity, ability to maneuver ambiguity, seeks and acts on the potential within self and others, supports and fosters C.A.R.E.S. behaviors, supports a just culture. iv. C.A.R.E.S. Behaviors: Supports, fosters, and holds self and staff answerable to C.A.R.E.S. behaviors (Continuous learning, accountability, respect/respond, environmental safety, and superior outcomes). v. Professional Practice Model: Synergy 1. Synergy Model: Within the patient care environment provides shift supervision to ensure staff performance and accountabilities in patient care assignments which includes the performance dimensions of synergy: (1) Clinical judgment and action, (2) Patient advocacy, (3) Caring practices, (4) Collaboration within the interprofessional team, (5) Systems thinking, (6) Response to diversity, (7) Facilitation of learning, and (8) Clinical Inquiry. Performs these performance dimensions when taking a patient assignment. Professional Requirements: 1. Maintains current professional licensure 2. Educational Requirements a. Charge Nurses hired or rehired on/after 9-1-2012 without BSN are hired under the contingency that they enroll and begin their BSN courses within 12 months of hire or rehire and they must complete their BSN program within 60 months of hire or rehire. 3. Exceptions to Educational Requirements a. The PHS Senior Vice President and Chief Nursing Officer and/or CDS Assistant Chief Nursing Officer/Regional Director of Patient Care Services may consider exceptions to these requirements. b. In 2013 PHS will review when to initiate the process of grandfathering. Grandfathering will determine if the registered nurse is 55 years or older, whether the nurse will be grandfathered into new job profile and this requirement waived. 4. Professional emergency response training requirements as specified by service area a. CDS Inpatient i. Current BLS required ii. Additional Requirements based upon area of service 1. Progressive Care: Current ACLS required 2. Adult Intensive Care: Current ACLS required 3. Adult Cardiac Critical Care: Current ACLS required 4. Emergency Department: Current ACLS/PALS required 5. Pediatrics: Current PALS required 6. PICU: Current PALS required 7. Newborn Nursery: Current NRP required 8. NICU: Current NRP required 9. Family Birthing Center: Current NRP/Fetal monitoring required; permanent charge ACLS required 10. Mother-Baby Care-Current NRP required 11. Operating Room: Current ACLS, PALS required 12. PACU: Current ACLS, PALS required b. CDS Outpatient i. Primary care clinics: Current BLS required ii. Specialty care clinics: Current BLS required, Chemotherapy certification required in Oncology iii. Urgent Care: Current BLS required iv. Pediatric Urgent Care: Current BLS/PALS required c. Regional Critical Access Hospitals i. Medical- Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care. ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care. iii. Emergency Department: BLS/ACLS/PALS required. Other emergency response training may be required by Director of Patient Care. iv. Family Birthing Center: Current BLS/NRP/fetal monitoring required. Other emergency response training may be required by Director of Patient Care. v. Operating Room: Current ACLS required. Other emergency response training may be required by Director of Patient Care. d. Regional Non-Critical Access Hospital i. Medical- Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care. ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care. iii. Emergency Department: Current PALS (PRMC), ACLS/TNCC (Espanola)/ENPC (Espanola) required. Other emergency response training may be required by Director of Patient Care. iv. Family Birthing Center: Current BLS/ NRP/STABLE required. Other emergency response training may be required by Director of Patient Care. v. Operating Room: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care. vi. Day Surgery: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care. e. Home Care/Hospice i. Home care: Current BLS required ii. Hospice: Current BLS required iii. Inpatient Hospice: Current BLS required Qualifications Nursing Licensure: Current State of New Mexico or Compact State Nursing License required Education: ADN required, BSN preferred. BSN required within 5 years or 60 months of hire. Certifications: Specialty Certification in area of practice preferred. Experience: One year of nursing experience required. Skills: Requires detailed knowledge of nursing, standards based practice, & shared governance, in terms of what and how work is to be done as well as why it is done, this level includes interpretation of data. Must have an understanding of human resource issues, operational budget, and financial resources. Ability to determine appropriate courses of action in more complex situations that may not be addressed by existing policies, procedures or protocols. Decisions include such matters as changes in staffing levels, order in which work is done, and application of established procedures. We're All About Well-being, Starting With Yours. Presbyterian employees have access to a fun, engaging and unique wellness program, including free on-site and community-based gyms, nutrition coaching and classes, mindfulness and meditation resources, wellness challenges and more. About Presbyterian Healthcare Services Learn more about our employee benefits. Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses. Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans. AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses. Compensation Disclaimer The compensation range for this role takes into account a wide range of factors, including but not limited to experience and training, internal equity, and other business and organizational needs. We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services