The Dir, Surgical/Cardio/Respiratory Services is responsible for direction, organization, budget and control of patient care in Surgical Services including Operating Room (OR), Same Day Surgery (SDS), Post Anesthesia Care Unit (PACU), Endoscopy, Cardiovascular Services, Bariatrics, Respiratory Therapy (RT), Pre-Admission Testing (PAT) areas and Sterile Processing Department (SPD). Maximizes patient satisfaction by instituting an effective program. Serves in the absence of the Vice President/Patient Care Services/Chief Nursing Officer, performs duties and responsibilities as directed. Participates in the shared-governance process and patient safety initiatives.
Responsibilities
Responsible for the overall operations of all nursing areas in surgical services including OR, SDS, PACU, Endoscopy, Cardiovascular Services, Bariatrics, Respiratory Therapy, PAT, and SPD according to the Nursing Practice Act of New Jersey, State Department of Health and Senior Services, TJC and the New Jersey Board of Nursing. Oversees the Sterile Processing Department and related regulatory agencies. a. Oversees operations for the Surgical Services. Delegate responsibilities to nurse manager, assistant nurse manager and the supervisor of sterile processing to assure positive patient outcomes and patient satisfaction.
Responsible for the overall administration of the Surgical Services finances, facilities, operation and human resources.
Manages fiscal, human and material resources efficiently and prioritizes needs. Monitors ongoing budgetary expenses and prepares the annual budget.
Assures that nursing resources available are utilized either through permanent nursing staff or supplemental nursing staff. Reviews master staffing patterns with nurse managers and assistant nurse managers to ensure the delivery of continuous nursing services and appropriate delegation to team members, including LPNs and PCAs. Maximizes recruitment and retention of staff.
Works with managers to evaluate workflow and utilizes strategies to increase nursing effectiveness.
Accountable for the planning, administration, and coordination of services and processes so as to ensure safe, quality, and competent provision of patient care services, consistent with the policies of the hospital in a cost-effective and customer-service approach.
Develops and continually ensures that a planned, systematic and on-going process for monitoring, evaluating and improving operations, systems and services are addressed through appropriate documentation and communication.
Assures services are delivered and documented through the nursing process. Analyzes the delivery system of nursing care to patients, makes recommendations if change is needed. Makes frequent rounds.
Establishes and periodically reevaluates the standards of nursing care. Reviews quality projects monthly and develops strategies for performance improvement. Develops PDCA studies where quality issues are identified. Facilitates systems/operation changes and appropriate policy revisions. Actively participates in performance improvement projects.
Demonstrates competency in assessing, analyzing and utilizing data for the purpose of obtaining information necessary for effective decision-making and performance improvement processes.
Ensures that all employee performance appraisals are conducted thoroughly and objectively with employee feedback. Assures that all appraisals are conducted per policy. 12. Promotes professional development to maintain a competent and qualified nursing staff by establishing processes for appropriate recruitment, selection, and retention of nursing staff. Promotes and supports continuing education and training, and the shared-governance process.
Evaluates and updates Standards of Care, participates/delegates policy revision or development using evidence-based practice and current nursing literature/best practices. 14. Maximizes patient satisfaction by maintaining and demonstrates the ability to follow up and satisfactorily resolve customer concerns.
Demonstrates leadership and guidance to all nursing managers to promote and monitor quality indicators, organizational/departmental goals, priorities, and clinical outcomes.
Develops goals and objectives in collaboration with the nurse managers and provides periodic status reports.
Promotes the Transformational Leadership style across the organization.
Selects, trains and motivates key administrative staff. Assures competency and effectiveness of nurse managers and assistant nurse managers. Prepares staff for advancement.
Demonstrates team building by selecting, training, coaching and developing key subordinates to ensure consistent application of department policies and programs as well as TJC, SDOHSS, and Board of Nursing regulations while providing an orderly succession of qualified people.
Oversees and ensures that all human resource activities, such as performance evaluations, are completed on a timely basis, wages and salary system, and disciplinary processes are maintained in accordance with HMH policy in a fair and consistent manner. 21. Ensures adequate communication systems exist in each nursing unit and within the department. Monitors the effectiveness of staff meetings. Maintains visibility within the Medical Center.
Represents the Department of Nursing on various standing and ad hoc committees as requested and/or delegates nursing representation.
Participates in institutions planning and the development of new services.
Maintains own administrative and clinical competency and participates in professional organizations. Utilizes appropriate appointments for professional development through formal education, certificates, conferences, and seminars.
Promotes shared-governance processes via nurse managers accountability for promotion of and active involvement in unit practice councils, hospital and nursing committees, participation in community and educational activities (i.e., peer-review and peer-interview nursing process).
Assures that all concerns involving nursing staff, doctors, patients and/or families are investigated and resolved. Collaborates with medical staff to foster mutual understanding and problem-solving.
Assures that all concerns involving nursing staff, doctors, patients and/or families are investigated and resolved. Collaborates with medical staff to foster mutual understanding and problem-solving.
Assists nurse managers in the development and implementation of corrective action plans based on root cause analysis, performance improvement, patient satisfaction, recruitment and retention data and other unit-based safety concerns.
Other duties and/or projects as assigned.
Adheres to HMH Organizational competencies and standards of behavior.
Qualifications
Education, Knowledge, Skills and Abilities Required:
Graduate of an accredited school of nursing.
Masters degree in nursing or in health care administration, business or other related field.
Bachelor's degree in Nursing.
May require CNOR or within 6 months.
Minimum of 2 years of progressive experience in healthcare administration with increasing level of administrative responsibility.
Minimum of 5 years of varied and progressive management & perioperative services experience.
Experience in staffing, budget, and finance.
Proficient computer skills that include but are not limited to Microsoft Office and/or Google Suite platforms.
Education, Knowledge, Skills and Abilities Preferred: Licenses and Certifications Required:
NJ State Professional Registered Nurse License.
AHA Basic Health Care Life Support HCP Certification.
Starting Minimum RateMinimum rate of $174,491.20 Annually
Job Posting DisclosureHMH is committed to pay equity and transparency for our team members. The posted rate of pay in this job posting is a reasonable good faith estimate of the minimum base pay for this role at the time of posting in accordance with the New Jersey Pay Transparency Act and does not reflect the full value of our market-competitive total rewards package. The starting rate of pay is provided for informational purposes only and is not a guarantee of a specific offer. Posted hourly rates may be stated as an annual salary in the offer and posted annual salaries may be stated as an hourly rate in the offer, depending on the level and nature of the job duties and credentials of the candidate. The base compensation determined at the time of the offer may be different than the posted rate of pay based on a number of non-discriminatory factors, including but not limited to: Labor Market Data: Compensation is benchmarked against market data to ensure competitiveness. Experience: Years of relevant work experience. Education and Certifications: Level of education attained, including specialized certifications, credentials, completed apprenticeship programs or advanced training. Skills: Demonstrated proficiency in relevant skills and competencies. Geographic Location: Cost of living and market rates for the specific location. Internal Equity: Compensation is determined in a manner consistent with compensation ranges for similar roles within the organization. Budget and Grant Funding: Departmental budgets and any grant funding associated with the job position may impact the pay that can be offered. Some jobs may also be eligible for performance-based incentives, bonuses, or commissions not reflected in the starting rate. Certain positions may also be eligible for shift differentials for work performed on evening, night, or weekend shifts. In addition to our compensation for full-time and part-time (20+ hours/week) job positions, HMH offers a comprehensive benefits package, including health, dental, vision, paid leave, tuition reimbursement, and retirement benefits.
