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Director, Perioperative Services

Company: Children's Hospital Colorado
Location: Colorado Springs
Posted on: June 20, 2022

Job Description:

Why Work at Children's.... Here, it's different. Come join us. Children's Hospital Colorado, Colorado Springs is a top-ranked hospital located in a top-ranked city.With a regional team of more than 1,000 team members, Children's Colorado has been present in southern Colorado since 2001 and now has team members at five locations providing outpatient specialty care, emergency care, inpatient care and therapy care. Children's Hospital Colorado, Colorado Springs is the first pediatric-only hospital in the region and includes the region's only emergency department and operating rooms built just for kids and served by pediatric experts who have dedicated their lives to treating kids - and only kids - and who are directly linked to one of the country's leading pediatric academic medical centers.Here, we know it takes all of us, every role, to deliver the best possible care to each child and family we treat.That's why we build our teams toward a foundation of equity in access, advancement, and opportunity. We know teams of individuals with different identities and backgrounds can nurture creativity and innovation. We know we can see, treat, and heal children better when our team reflects the diversity of our patient population. We strive to attract and retain diverse talent because we know a truly inclusive and equitable workforce will help us one day realize our most basic calling: to heal every child who comes through our doors.A career at Children's Colorado will challenge you, inspire you and motivate you to make a difference in the life of a child.Learn about Children's Colorado and our culture: out more about living and working in Colorado Springs: InformationDepartment: CSH Nursing AdministrationHours per week: 40, eligible for benefitsShift: ExemptJob OverviewThe Director, Perioperative Services provides overall leadership and management for the Perioperative Services department and surgical related services. Major responsibilities include, but are not limited to the following: primary financial accountability for the department(s); developing and monitoring budgets for all related cost centers; the recruitment, mentorship and supervision of departmental managers; directing department participation in hospital-wide initiatives and strategic planning; supervising development of departmental goals/strategic plan; and active participation in community, regional and/or national committees/organizations related to clinical service area.ResponsibilitiesPOPULATION SPECIFIC CARE

  • No direct patient care. Essential FunctionsAn employee in this position may be called upon to do any or all of the following essential functions. These examples do not include all of the functions which the employee may be expected to perform.
    • Clinical Excellence: Pioneers, advances and integrates critical care programs and services to a level that exceeds regional, national and international leadership. Utilizes principles of patient and family centered care to ensure a seamless continuum of care for patients in collaboration with service line and other hospital leadership.
    • Communication: Promotes communication and collaboration with organizational leaders to assure integration of services.
    • Evidence Based Practice: Promotes evidence-based medicine and nursing, including appropriate clinical care standards and standardized processes.
    • Financial Management: Utilizes financial data to evaluate existing programs and formulate a business plan to develop new programs/services. Assumes primary fiscal responsibility for the department, developing and monitoring budgets for all related cost centers in order to meet or exceed established financial targets. Ensures high level fiscal responsibility and proactive financial planning and management.
    • Goals: Collaborates with the CNO and the Nursing Leadership Council/Nursing Operations Council on organizational objectives. Supports and acts as a resource for departmental nursing leaders. Ensures high visibility in departments and at unit staff meetings to improve visibility and communication with staff.
    • Leadership: A positive influence in the professional practice setting, the profession, the division, and peers in the organization. Develops front line leaders and supports development of staff members to their professional potential.
    • People Management: Creates a worker-friendly environment that develops and realizes the full potential of the departmental leadership and workforce; supporting systemic change and performance improvement within the department.
    • Professional Development: In collaboration with the professional development department, nurse managers, and medical directors will provide leadership in planning and facilitating all educational programs. Active involvement in professional organization and development of all staff. Models professional education expectations through participation in national/regional specialty organizations, attendance of continuing education courses/programs, and reading/contributing to professional journals
    • Program/ Service Development: Provides oversight for planning, organization, implementation and evaluation of new patient care services and programs. Collaborates with clinical departments in the development of new models of patient and nursing care delivery.
    • Quality/Safety/Regulatory: Drives continuous process improvement in operational and service excellence; considers factors related to safety, outcomes, effectiveness and cost and considers their impact on practice in the planning and delivery of services.
    • Ensures compliance with CHCO policies procedures and regulations, assures the delivery of safe and high quality care across all settings using improvement tools/principles and national and internal benchmarks.
    • Research: Promotes the agenda for CHCO research initiatives in nursing and other disciplines related to critical care in collaboration with the director of nursing research and innovations and the executive director of research.
    • Strategic: Unites nursing and medical leadership to develop, implement, and evaluate an inspiring integrated strategic plan in collaboration with administration, nursing, allied health and clerical support. Other Information SCOPE AND LEVEL
      • Guidelines: Guidelines are in the form of stated vision and goals for the operation.
      • Complexity: Work assignment is unstructured and leader is responsible for developing, directing, and managing outcomes and multi-year strategies in order to achieve the objectives of the operation. Duties performed include operational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is strategic and operational in nature.
      • Decision Making: Employee is responsible for managing multiple functions that requires developing and implementing strategies, business plans, and policies; determining required resources; defining and evaluating performance standards; and resolving complex business problems.
      • Communications: Communication at this level is internally and externally focused. Involves establishing and maintaining effective, collaborative working relationships with team members, peers, and executives. Provides information and negotiates solutions to functional issues that have major consequences or long-term significance.
      • Supervision Received: Responsible and accountable for driving strategy and achieving results for function(s). Work is reviewed for soundness of judgment and conclusions, fiscal accountability, and the attainment of goals and objectives of the operation. COMPETENCIES
        • OPERATIONAL DECISION MAKING - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
        • DRIVING EXECUTION - Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
        • FINANCIAL ACUMEN - Utilizing financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies; keeping a financial perspective in the forefront when making strategic decisions.
        • BUILDING ORGANIZATIONAL TALENT - Establishing systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges
        • INFLUENCE - Creating and executing influence strategies that persuade key stakeholders to take action that will advance shared interests and business goals. Cultivates and supports partnerships.
        • COMPELLING COMMUNICATION - Clearly and succinctly conveying information and ideas to individuals and groups; communicating in a focused and compelling way that captures and holds others' attention.
        • EMOTIONAL INTELLIGENCE - Establishing and sustaining trusting relationships by accurately perceiving and interpreting one's own and others' emotions and behavior in the context of the political environment; leveraging insights to effectively manage one's own responses and reactions.
        • COACHING & DEVELOPING OTHERS - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
        • EMPOWERMENT & DELEGATION - Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit's strategic priorities.
        • LEADING CHANGE - Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.
        • PASSION FOR RESULTS - Driving high standards for individual, team, and organizational accomplishment; tenaciously working to meet or exceed challenging goals; deriving satisfaction from goal achievement and continuous improvement.
        • COURAGE - Proactively confronting difficult issues; making valiant choices and taking bold action in the face of opposition or fear.
        • DIVERSITY & INCLUSIVITY - Is sensitive to cultural diversity, race, gender, and other individual differences in the workforce; recognizes the value of diverse perspectives and experiences and fosters a work environment reflective of the community at large. Qualifications
          • Education: Master's degree in Nursing or a directly related health care field is required.
          • Experience: Minimum of five (5) years of clinical nursing experience in addition to a minimum of three (3) years of nursing leadership experience.
          • Certification(s): Certification as a Nurse Executive or Nurse Executive, Advanced is required within two (2) years of hire is required.
          • Licensure(s): Licensure as a Registered Nurse in the State of Colorado at the time of hire is required. Physical Requirements Body Movement
            • Will frequently stand/walk for 6-8 hours per day.
            • Will frequently use hands while keyboarding and writing.
            • Will frequently sit for 2-4 hours per day while accessing computer, talking on the telephone, and while attending meetings.
            • Back and Upper Body (lifting and carrying) - Will occasionally lift/force exerted up to 100 pounds. Vision
              • Constantly uses sight in performance for daily job duties. Hearing
                • Constantly uses hearing in performance for daily job duties. Others
                  • Able to assist or assume direct patient care as census directly permits. Exposure to unsteady or falling patient: In the course of transferring a patient, may encounter a patient who falls or loses balance, causing employee to fall and/or bear the full weight of a patient. WORK ENVIRONMENT
                    • Exposure: Exposure to blood/body fluid: Regular/Frequent.
                    • Exposure: Exposure to heights: Occasional.
                    • Exposure: Exposure to infectious diseases: Frequent.
                    • Exposure: Exposure to lung irritations: Occasional.
                    • Mental and Emotional Requirements: Independent discretion/decision making.
                    • Mental and Emotional Requirements: Makes decisions under pressure.
                    • Mental and Emotional Requirements: Manages stress appropriately.
                    • Mental and Emotional Requirements: Works with others Equal Employment Opportunity It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.Salary InformationAnnual Salary Range (Based on 40 hours worked per week): $126,198.92 to $210,331.53Hourly Salary Range: $60.67 to $101.12Benefits InformationAs a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, 403b employer match (retirement savings), and a robust wellness program.

Keywords: Children's Hospital Colorado, Colorado Springs , Director, Perioperative Services, Executive , Colorado Springs, Colorado

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