Clinical Practice Leader (CPL) - 32-Hours Endoscopy

Wentworth-Douglass Hospital, a subsidiary of Massachusetts General Hospital, is renowned as one of the largest acute care hospitals in the Seacoast region of New Hampshire and Southern Maine. At Wentworth-Douglass, we value people who contribute to patient-centered care that enhances community health; we recognize and reward those who share our values and transform our patients' lives. We invite you to explore opportunities, cultivate community wellness and professional growth.

Job Duties:

1. CLINICAL JUDGMENT

• Uses knowledge and expertise to identify potential problems and/or resources for patients and families.
• Assists in the coordination of patient care conferences with staff to help ensure best caring practices and outcomes for patients and families.
• Shares responsibility for nursing process and outcomes, providing staff performance coaching for process and quality improvement.
• Encourages staff to provide input and make decisions to improve patient and family care and the work environment.
• Systematically evaluates the department's standards for care and scope of practice, redefining them when needed based on new evidence.
• Oversees daily department operations in collaboration with the department leadership team, staff, and interdisciplinary stakeholders.
• Evaluates the technology resources available for patient care, seeking staff input during the decision making and selection processes, as well as during ongoing use.

2. COLLABORATION

• Role models, teaches and/or mentors professional leadership and accountability for nursing's role within the health-care team.
• Designs, implements, and evaluates nursing care models in collaboration with the nurse manager.
• Leads and participates in departmental and hospital programs, committees, and special projects to achieve desired outcomes.
• Oversees compliance with regulatory requirements for the department and corrects items of concern.
• Assists with coordination and presentation of department staff meetings.

3. SYSTEMS THINKING

• Recognizes, responds, and provides follow-up for all issues, concerns, and suggestions on behalf of the patient population and staff with guidance from the nurse manager.
• Analyzes and provides timely follow-up, in collaboration with nurse manager, on identified safety concerns, near misses, critical incidents and sentinel events and provides leadership in system redesign to promote a culture of safety for patients, families, and staff.
• Assumes accountability for daily operations at the unit level - assumes resource role or patient assignment as needed.
• Allocates resources and coordinates staffing schedule to optimize patient care and services.
• Provides input regarding the development and assists in monitoring the operating and capital budget. Makes recommendations regarding strategies to improve efficiency and reduce costs.
• Integrates knowledge of organizational mission, goals, and systems into the development of staff and patient strategies and department growth.
• Shares responsibility for the outcomes of quality improvement initiatives, contributes to improvement efforts, and champions change by identifying obstacles and requesting resources for effective improvement programs.
• Evaluates the efficiency of department daily operations and supports cost-effective resource utilization and financial outcomes.

4. Professional Development: Acquires and maintains current knowledge and competency in nursing professional practice.

• Involves staff in projects that encourage and provide opportunities for professional development.
• Sustains personal professional curiosity and willingness to explore new knowledge and ideas.
• Seeks constructive feedback regarding his or her own practice
• Participates in ongoing educational activities related to practice area and professional issues
• Seeks/maintains specialty certification as appropriate

5. Authentic Leadership

• Contributes to an environment that facilitates development of clinical expertise of staff by role modeling, teaching, and coaching/mentoring.
• Acts as a role model and steward to the shared vision, mission, values, and service excellence standards of the organization and the Department of Nursing
• Promotes cohesive work teams and constructive conflict resolution, actively supporting intra- and inter-disciplinary teamwork, within the department.
• Assists with personnel selection and staff development-participating in staff interviews, setting clear staff performance expectations, encouraging staff development, and completing timely performance evaluations-including staff input in each process.
• Demonstrates reflective leadership and uses self appraisal, performance appraisal, Department Director input, and peer review to assist with professional development.
• Supports staff participation in continuous improvement efforts and facilitates their contribution.
• Makes recommendations for personnel action related to hiring, transferring, advancement, suspending, merit awards, etc
• Conducts coaching and feedback with collaboration from nurse leader.
• Interviews, hires, and oversees the orientation of new employees considering departmental, divisional, local and individual employee needs as basis of decisions
• Serves a clinical leader/coach/mentor to staff
• Demonstrates consistent leadership in the maintenance of a fair and just culture

Experience Minimum Required

* 2+ years RN experience in an Endoscopy Department setting.

Experience Preferred/Desired

* 5 years clinical experience as an RN in an endoscopy setting.

* Leadership experience such as committee chair, resource nurse, preceptor etc.

Education Minimum Required

* BSN

Special Skills Minimum Required

* AHA or ARC BLS Healthcare Provider

* Professional Certification required within 1 year: CGRN, RN-BC etc

Special Skills Preferred/Desired

* Membership in SGNA

Licensure and/or Certifications Required

* Registered Nursing License

* AHA or ARC BLS

Licensure and/or Certifications Preferred/Desired

* ACLS

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

* The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)