Position Status:

Shift:

Hours per week:

Job Information
Exemption Status: Non-Exempt

A Brief Overview
Assist the Director of Medical Imaging Services in project and program development and implementation. Provides support to the Director as well as to managers/supervisors in Medical Imaging Services (HSD/MSD) and Women's Center. Is responsible to develop, implement, and monitor systems which enable efficient handling and processing of data and information within the above mentioned departments. Is responsible for the monitoring of departmental expenditures. Assists with the budget process. Acts as liaison to the general public and medical staff at the direction of the Director.

Education Qualifications

• Bachelor's Degree Business Administration, healthcare management, public health, or related field. Required

Experience Qualifications

• 3 years Administrative or related experience. Required
• Experience with radiology technology. Preferred

What you will do

• Reviews and analyzes budget reports, and prepares and develops budget modifications and recommendations. Conducts cost/benefit analyses and evaluations of programs, staffing, and equipment utilization.
• Identifies administrative needs and develops appropriate solutions or recommendations. Conducts research and analytical studies, preparing reports that include cost analyses, comparative financial data, and informational data to support findings.
• Monitors monthly departmental financial reports for deviations from budgeted amounts, and investigate and resolve issues. Coordinates collection and preparation statistical records for Imaging cost centers.
• Assists with Capital Equipment purchases, requesting quotations, and gathering details needed for Capital Request process. Maintains Imaging equipment inventory list for hospital and clinic locations. Accounts for imaging equipment registered with the State of Kansas, making notification when equipment has been installed/uninstalled, and submitting payment of required fees for same.
• Gathers/maintains data and submits for mammography accreditation for all mammography locations, and requests payment of accreditation fees.
• Studies management methods in order to improve the effectiveness and efficiency of workflow and reporting procedures. • Studies methods of improving work measurements or performance standards.
• Maintains list of physics surveys performed on Imaging equipment, working with medical physicist to insure reports are performed timely.
• Coordinates collection and preparation of performance improvement data quarterly committee meeting. Provides data as required to OPPE committee for value reporting.
• Administers and updates departmental operating and procedural policies.
• Requisition departmental procedural supplies and devices as requested. As well as places orders for office supplies, minor and Imaging equipment and repairs as needed.
• Works in conjunction with equipment biomed staff to keep equipment maintenance and service reports up-to-date. Monitors equipment service and maintains service/preventative maintenance reports.
• Reviews and accounts for Imaging equipment annually on Equipment Depreciation/Asset list provided by Financial Management.
• Tracks expenses monthly by reviewing financial reports, monitoring supply and overtime usage. Monitors payments made against supplier/vendor invoices.
• Coordinates and collects Year-End supply inventory counts as required by Financial Management
• Assists with Radiologist, nursing and Nuclear Medicine staff to schedule and order doses needed for Y-90 procedural cases.

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility
• 
  
• Has Budget Responsibility

Physical Demands

• Balancing: Occasionally 1-3 Hours
• Carrying: Occasionally 1-3 Hours
• Climbing (Stairs): Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Frequently 3-5 Hours
• Feeling: Occasionally 1-3 Hours
• Grasping (Fine Motor): Frequently 3-5 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours up to 25 lbs
• Pulling: Occasionally 1-3 Hours up to 25 lbs
• Pushing: Occasionally 1-3 Hours up to 25 lbs
• Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs
• Reaching (Overhead): Occasionally 1-3 Hours up to 25 lbs
• Repetitive Motions: Continuously greater than 5 hours
• Sitting: Continuously greater than 5 hours
• Standing: Occasionally 1-3 Hours
• Stooping: Rarely less than 1 hour
• Talking: Frequently 3-5 Hours
• Walking: Frequently 3-5 Hours

Working Conditions

• Infectious Diseases: Rarely less than 1 hour
• Needle Stick: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.