Job Posting Title

Agency

Supervisory Organization

Job Posting End Date

Refer to the date listed at the top of this posting, if available. Continuous if date is blank.

Note: Applications will be accepted until 11:59 PM on the day prior to the posting end date above.

Estimated Appointment End Date (Continuous if Blank)

Full/Part-Time

Job Type

Compensation

Job Description

Position Purpose

The RN Clinical Educator leads the facility's clinical education, orientation, preceptor, and competency-validation systems so nursing staff can deliver safe, consistent, Veteran-centered long-term care. The role converts regulatory requirements, quality data, event reviews, and identified practice gaps into practical education, observed skill validation, remediation, and sustained bedside performance.

Essential Duties and Responsibilities

Clinical Education and Competency

• Assess learning needs and develop an annual education plan aligned with resident acuity, regulatory requirements, QAPI priorities, and facility risks.
• Design and deliver evidence-based education using measurable objectives, adult-learning principles, simulation, return demonstration, and knowledge checks.
• Develop, maintain, and validate role-specific clinical competencies, including medication administration, infection prevention and PPE, wound care, glucose monitoring and insulin administration, bowel and bladder programs, emergency response, and safe resident handling.
• Identify competency gaps, provide timely coaching and remediation, and restrict independent performance of a skill until competency is demonstrated and documented.

Orientation and Preceptor Development

• Utilize standardized ODVA orientation materials and checklists.
• Ensure new employees receive required facility-specific education.
• Maintain orientation documentation.
• Coordinate clinical orientation with Nurse Managers, supervisors, and designated preceptors.
• Coordinate nursing orientation and individualized, competency-based onboarding plans with clear task layering and 30-, 60-, and 90-day progress reviews.
• Select, prepare, coach, and evaluate preceptors; ensure consistent expectations and a safe, gradual transition to independent practice.
• Partner with nursing leadership and Human Resources to identify onboarding barriers, escalate performance or attendance concerns promptly, and support early retention.

Employee Health and Onboarding Coordination

• Coordinate initial and required follow-up tuberculosis (TB) screening/testing for new employees and current employees as required.
• Maintain accurate documentation of employee TB screening/testing completion.
• Monitor expiration or renew requirements and communicate outstanding requirements to employees and appropriate leadership.
• Assist with employee respiratory protection requirements, including fit testing as applicable to the employee’s role.
• Assist with coordination of influenza, COVID-19, hepatitis B , and other required or offered employee vaccinations, as applicable.
• Maintain confidentiality of employee health information and follow applicable privacy requirements.
• Refer employee health concerns, abnormal screening results, or questions requiring clinical evaluation to the appropriate healthcare provider or designated employee health authority.

Skills Fair Coordination

• Assist with planning and implementation of ODVA skills fairs.
• Prepare supplies, equipment, scenarios, checklists, and evaluation materials.
• Coordinate staff participation.
• Coordinate make-up opportunities for employees unable to attend.
• Ensure completed competency documentation is maintained.
• Review skills fair outcomes and communicate identified educational needs.

Regulatory Readiness and Education Records

• Maintain current knowledge of applicable federal, state, VA, CMS, long-term care, professional practice, privacy, and facility requirements.
• Maintain complete, accurate, audit-ready orientation, education, competency, attendance, and remediation records in the learning management system and designated files.
• Track required education and annual competencies, provide routine compliance reports, and complete assigned education components of plans of correction or corrective action by established deadlines.

Quality Improvement and Clinical Leadership

• Use audits, incident investigations, QAPI data, survey findings, and clinical outcomes to prioritize education and evaluate whether practice changed after training.
• Support improvement in priority Veteran outcomes, including falls and major-injury falls, infections and CAUTI, pressure injuries, and other facility-identified measures.
• Collaborate with the DON, ADONs, unit managers, infection preventionist, wound nurse, MDS, providers, rehabilitation, pharmacy, Human Resources, and other disciplines to standardize safe practice.
• Provide shift-inclusive education, constructive feedback, and just-in-time coaching; model professionalism, confidentiality, infection prevention, workplace safety, and respectful communication.
• Maintain RN clinical competence and support resident care or emergency response within scope when operationally necessary, while preserving completion of core educator responsibilities.
• Perform other duties as assigned that are reasonably related to the position, employee's qualifications, resident safety, regulatory compliance, or facility operations.

Goals and Performance Criteria

Orientation reliability: 100% of nursing hires have a documented, role-specific orientation and competency plan; required skills are validated before independent assignment, with progress reviewed at established checkpoints. Mandatory education: 100% of regulatory, annual, and assigned corrective education is completed and documented by the applicable deadline; overdue items are escalated promptly with a recovery plan. Competency assurance: Validation is based on observed performance, return demonstration, or an approved knowledge assessment. Staff who do not meet the standard receive documented remediation and re-evaluation before independent practice. Preceptor effectiveness: Active preceptors are trained, supported, and evaluated at least annually; onboarding concerns and inconsistent preceptor practices are addressed timely. Documentation and reporting: Education and competency records remain complete and survey-ready. Discrepancies identified through audit are corrected within five business days, and a concise compliance report is provided to nursing leadership at least monthly. Practice and outcome improvement: Education is linked to identified clinical or operational risk. Effectiveness is reviewed at least quarterly using competency results, audit findings, practice observations, or resident-outcome trends, with follow-up action when improvement is not sustained. Survey and corrective-action readiness: Educator-owned survey preparation and corrective-action deliverables are completed by the assigned due date, with no unresolved repeat gaps attributable to missing education or competency documentation.

Minimum Qualifications

• Current, unencumbered Registered Nurse license valid in Oklahoma.
• Minimum two years of nursing experience; long-term care, skilled nursing, or geriatric experience strongly preferred.
• Experience in clinical education, precepting, competency validation, staff development, or nursing leadership preferred.
• Current CPR/BLS certification; instructor certification preferred or ability to obtain as required by the facility.
• Working knowledge of long-term care regulations, survey readiness, infection prevention, QAPI, and adult-learning principles.
• Proficiency with electronic health records, learning management systems, and Microsoft Office applications.
• Core Competencies
• Clinical credibility; adult education; competency validation; regulatory knowledge; data interpretation; organization; clear communication; coaching; conflict management; accountability; collaboration; professionalism; and Veteran-centered service.

Physical and Work Requirements

Ability to perform the essential functions of an RN in a long-term care environment, including standing, walking, bending, reaching, using clinical and training equipment, and assisting with resident care consistent with facility policy and applicable accommodation requirements. Must be able to work across shifts and clinical areas as education or operational needs require.

Equal Opportunity Employment

The State of Oklahoma is an equal opportunity employer and does not discriminate on the basis of genetic information, race, religion, color, sex, age, national origin, or disability.

Current active State of Oklahoma employees must apply for open positions internally through the Workday Jobs Hub.

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