FTE/Scheduled Weekly Hours:

PRIMARY FUNCTIONS
The Nursing Administration Manager collaborates with the Chief Nursing Officer and other leaders to support the vision and strategic plan for nursing and clinical practice in the delivery of safe, efficient and effective patient care. This manager functions as a leader and role model in accordance with the American Nurses Association (ANA) Nursing Administration Scope and Standards of Practice, ANA Code of Ethics for Nursing, and Chapter 6 of the Iowa Nursing Practice Act for Registered Nurses.

The manager advocates for the patient, family, and healthcare professionals.  The manager promotes professional relationships with the community, promoting visibility of WHC nursing practice and clinical services. 

The Nursing Administration Manager is a nurse leader who has the skills to deliver high quality evidence-based collaborative care to a wide range of patients.  Nurse managers possess clinical expertise and have 24-hour clinical and administrative accountability for their areas of responsibility. Administrative responsibilities include management of finances, human resources, staffing, performance improvement, technology, and strategy.  The nurse manager possesses broad-based clinical and leadership skills including communication, mentoring, advocacy, systems thinking, critical thinking, accountability of self, peers and staff, and establishment of a healthy work environment.  (AONE)   

The Nursing Administration Manager is responsible for overseeing the case management and utilization review processes, including but limited to ensuring individualized plans of care for patients, discharge planning, insurance reporting requirements (i.e. notifications, pre-authorizations, and clinical updates), and monitoring of appropriate utilization of resources.

The Nursing Administration Manager is responsible for overseeing successful evaluation of the organization’s training needs, development and implementation of programs for staff orientation, training, competency assessment, and professional development to support quality, positive patient outcomes. Manages coordination of student educational experiences and supports patient and community health-related education   along with the Education Supervisor.

The Nursing Administration Manager is responsible for overseeing the advocacy for the rights, decisions, strengths, and needs of patients and promotion of access to resources support, and services.

The manager is responsible for holding self, peers, and staff accountable in meeting expectations.

ESSENTIAL DUTIES AND RESPONSIBILITIES
1.  Assessment, Problem, and Outcome Identification:  Collects and analyzes comprehensive data pertinent to the issue, situation, or trends and identifies expected outcomes.

• Systematically collects relevant data.
• Analyzes and interprets data to identify significant issues, problems, or trends and validates with other stakeholders when possible and appropriate.
• Determines expected outcomes based on data analysis.
• Coordinates and ensures efficient implementation with plan.

2.  Planning and Implementation:  Develops, maintains, and evaluates organizational systems to support planning and implementation for the delivery of care.  

• Facilitates development of a plan that prescribes strategies and alternatives to meet expected outcomes.
• Facilitates interdisciplinary collaboration and staff participation in decision making.
• Coordinates and ensures efficient implementation of plan.

3.  Evaluation:  Evaluates progress toward attainment of outcomes.  

• Evaluates effectiveness of planned strategies in relation to nurse-sensitive indicators, stakeholder responses, and attainment of expected outcomes. Disseminates results of the evaluation analyses.
• Uses data generated from evaluation to develop or recommend innovative changes including policies, procedures, and protocols.

4.  Quality of Care and Practice:  Systematically enhances the quality and effectiveness of nursing practice, nursing service administration, and delivery of services.  Integrates research findings into practice by creating a supporting environment for knowledge based on nursing research. 

• Assures the utilization of evidence-based best practices and professional standards.
• Assures the development and implementation of a departmental quality improvement plan that includes applicable nurse-sensitive quality indicators.
• Supports error reporting, error reduction, and patient safety with a focus on fixing error-prone systems.
• Strives to resolve conflicting expectations to preserve professional integrity.

5.  Ethics:  Decisions and actions are based on ethical principles and Code of Ethics for Nurses with Interpretive Statements (ANA, 2001).

• Advocates on behalf of recipients of service and personnel.

6.  Research/Evidence-Based Practice: Integrates evidence and research findings into practice by creating a supporting environment for knowledge based on nursing research.

• Ensures policies, procedures, and standards of practice are based on research findings.
• Utilizes the best available evidence to guide practice decisions.
• Incorporates new knowledge into nursing practice.
• Member and participant of the Research Committee and leads/participates in research projects.

7.  Resource Utilization: Considers factors related to safety, effectiveness, cost, and impact on practice in the planning and delivery of nursing and clinical services.  

• Assures that resource allocations are based on identified needs and valid workload measures.  
• Promotes activities that assist others in becoming informed about costs, risks, and benefits of plans and solutions.  
• Works to create and maintain healthy work environments.  Interprets and evaluates employee satisfaction/quality of work surveys, responding and taking action on recommendations.

8.  Education and Professional Practice:  Supports nursing practice in relation to nursing and clinical practice standards and guidelines.  

• Attains knowledge and competency that reflects current practice. 
• Promotes the professional development of staff through activities including education, certification, participation in professional organizations, and involvement in organizational decision making bodies.  Develops leadership capacity of staff for succession planning.  
• Supports open and transparent communication. Builds trusting, collaborative relationships with staff, peers, other disciplines, ancillary services, and providers.  
• Creates an environment that facilitates interdisciplinary collaboration and shared decision making and supports the team to initiate actions that produce results and hold each other accountable.  
• Represents patient care issues to the organization and the community.

MANAGEMENT RESPONSIBILITIES
1.    Cost Awareness:  Develops, understands, and manages departmental budget. Ensures that budgetary concerns are communicated to chief as needed. Reviews and provides monthly variance reports for revenue or expenses + five percent. Rationale for variance is to be very specific as to causes and follow-up actions.
2.    Employee Performance:  Identifies performance expectations and ensures that employees understand those expectations and are held accountable in meeting the expectations. Assesses employee performance in a timely and accurate manner and works with employees to resolve performance issues. Takes timely and appropriate disciplinary actions. Acknowledges employee accomplishments.
3.    Organizational Policies:  Communicates and enforces Waverly Health Center policies. Develops policies and procedures essential to the operation of the department in compliance with regulatory requirements.
4.    Staffing:  Creates and maintains departmental job descriptions. Builds a team with diverse skills and strengths by selecting the best candidate for each position. Develops effective staffing patterns to meet departmental needs.

MINIMUM REQUIREMENTS
Education, Experience, and Training

• Must possess a valid license to practice as a Registered Nurse in Iowa.
• Bachelor’s Degree in Nursing preferred.
• Must have five years of clinical experience and have demonstrated competence in management, communication, clinical and continuous quality improvement skills.
• Ability to learn and navigate computer systems including the online training modules, the employee timesheet and the performance appraisal system. Job specific systems are also required.
• Must be able to read, speak, and write fluent English.

Physical Requirements

• Sitting – Approximately 100% of shift.
• Standing – Infrequent.
• Walking – Infrequent.
• Lifting – Infrequent. Approximately 35 pounds. Must use, and require staff to use, when in hospital and/or pre-hospital settings, proper body mechanics and ergonomics and, as applicable, lifting/moving devices.
• Twisting – Infrequent.
• Bending – Infrequent.
• Squat/Kneel – Not a requirement.

WORK ENVIRONMENT
1. May come in contact with hazardous chemicals or treatment modalities.
2. Possibility exists of exposure to communicable disease due to working in a healthcare environment.
3. Involvement in patient care may result in unavoidable work-related illnesses.

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position.  A review of this description has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties.  All duties and responsibilities are essential job functions.  Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by his/her manager.

Requirements are representative of the minimum levels of knowledge, skills, and/or abilities.  To perform this job successfully, the employee will possess the abilities or aptitudes to perform each duty proficiently.  Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.  All requirements are subject to possible modification to reasonably accommodate individuals with disabilities.

This document does not create an employment contract, implied or otherwise, other than an "at will" employment relationship with the Waverly Health Center.
 

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position.  A review of this description has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties.  All duties and responsibilities are essential job functions.  Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by his/her manager.

Requirements are representative of the minimum levels of knowledge, skills, and/or abilities.  To perform this job successfully, the employee will possess the abilities or aptitudes to perform each duty proficiently.  Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.  All requirements are subject to possible modification to reasonably accommodate individuals with disabilities.

This document does not create an employment contract, implied or otherwise, other than an "at will" employment relationship with the Waverly Health Center.