Laboratory Manager - Thermopolis, WY

(Job Id W331992)
Posted on 3/29/2010
Location:

WY


Job Type:

Full Time


Salary: $57507.00 to $86263.00/year
Degree: Bachelor of Science
Job Description
The Laboratory Services Manager is responsible 24 hours a day, 7 days a week, for all the operational aspects of the Laboratory Department. The manager will seek input and direction from the clinical supervisors in these areas. The Management of the department encompasses human resource management, including recommending sufficient number of qualified and competent personnel to provide care; financial and clinical management, and the provision and development of professional leadership. The establishment of departmental goals and objectives that ensure quality, cost effective patient care while working collaboratively to integrate the goals and objectives of Patient Care Services; and the integration of continuous quality improvement (CQI) philosophy into the ongoing operation of his or her department. The Manager applies knowledge of the principles of growth and development over the life span to identify patient and family requirements relative to age specific needs. Support Customer First Initiatives. Directly accountable to the Chief Executive Officer.


POSITION QUALIFICATIONS:

-Licensure: MT., ASCP, HEW, NCA
-Five years of experience in a hospital setting.
-1-2 years-supervisory experience preferred
-Ability to organize and integrate program components related to Laboratory services.
-Strong skills in the area of Laboratory Services. Also the ability to perform procedures that competency are met as necessary.
-Ability to work independently with a minimum of supervision.
-Strong interpersonal and team facilitating skills
-Solid verbal and written communication skills.
-Demonstrated ability to work effectively with administration, physicians, nursing staff, and all other customers of the hospital.
-Ability to maintain high standards of professional ethics.
-Must be knowledgeable regarding the laws, certifications and regulations related to Laboratory Services

DEPARTMENT SPECIFIC

-Responsible 24 hours a day, 7 days a week, for all the operational aspects of the Laboratory Services Department.
-Responsible for the development of all Laboratory Services personnel, including but not limited to, unit specific orientation and continuing education compliance with annual hospital required inservices, assessment of qualification and competence.
-Responsible for the professional development of Laboratory Services staff including, but not limited to, supporting certification for specialty area, and involvement in professional associations and community.
-Assumes responsibility for professional growth and development of self and assists in education of co-workers, patients, families, and significant others.
-Provide direct patient care to Laboratory Services department as needed.
-Maintains specialty skills and knowledge across the life span applicable to Laboratory Services department.
-Maintains the flow of Laboratory reports and assures they are distributed appropriately.
-Assures that Rules and Regulations with regard to Governing Agency(s) are followed and documented.
-Provide patient/family education as appropriate.
-Liaison with physicians to promote good relations and intercede with areas of concern
-Demonstrates knowledge with system modules used by individual department.
-Adheres to corporate policy on Information Systems security.
-Ensures that staff is trained in the use and maintenance of their system modules.
-Continuously monitors supply costs and attempts to provide cost savings for the organization measured by monthly supply cost and departmental operations report and cost reduction plans.
-Works to improve departmental compliance with national contracts as measured by monthly report form corporate and provided variance justification.
-Consistently follows established procedures for routine purchases, special purchases and capital purchases.
-Maintains and/or improves productivity levels FTEs, manhours/stat & overtime.
-Comprehends departmental operations report and justifies variances.
-Ensures that all aspects of payroll administration are in compliance wit hospital policies.
-Develops, implements and evaluates programs for the recruitment and retention of qualified competent staff while monitoring performance standards including orientation and continuing education.
A) Interviews and selects staff. Interviews reflect knowledge of clinical, legal, labor and hospital standards.
B) Selection of staff reflects recognition of skills/competencies and thoughtful matching of applicants with job requirements.
C) Conducts regular performance evaluations, on a timely manner (within 15 days of due date). Evaluations reflect objectives and documented assessments. Evaluative comments clarifying the employees level of performance and identified behaviors/situations to support appraisal.
D) Counsels staff and takes action as appropriate in a timely manner. Documents the counseling action.
-Demonstrates understanding and knowledge of Human Resources policies and procedures in order to serve as a competent resource to employees.
-Establishes a work environment that encourages innovation. There is evidence of constant improvement, with ideas being considered for implementation.
-Responsible for development of all department personnel, including but not limited to department specific orientation and continuing education compliance with annual hospital required inservices, assessment of qualification and competence.
A) Maintains an accurate department specific orientation and develops an annual education plan for the department.
B) Ensures ongoing compliance of staffs participation in annual mandatory inservices and department specific inservices.
C) Assures follow up of skills/competency deficiencies that are identified during orientations or through skills checklists. Assures follow up of skills/competency deficiencies that are identified during orientations or through skills checklists. A current file of competencies for each employee in the department are managed by department manager. They are to report monthly to education director if there are any changes as to where an employee can work based on competencies the employee has attained.
D) Responsible for the professional development of staff, including but not limited to; supporting the involvement of staff in professional associations and the community.
-Determines the appropriate manpower requirements for the department(s) and ensures adequate coverage at all times.
-Promotes and supports the Process Improvement Plan as evidenced by implementation of continuous process improvement both departmentally as well as interdepartmentally. This will also be evidenced by documentation of participation in one Process Improvement Team that is interdepartmental and departmental CQI projects.
-Assures that all data for Process Improvement is developed and inputted into the Quality Management Module in Meditech.
A) All data is presented monthly to staff and/or interdisciplinary team. Data is shown in graph format.
B) PCDA is used to evaluate each CQI project and plans for improvement adjusted as needed.
C) Communicates results of performance improvement activities by the 10th of the month following the end of the quarter to QRMT, these are both department and hospital specific.
D) Results of process improvement projects are presented in the Quality Management Module formats unless approved otherwise by the QRMT.
-Promotes commitment to Quality Customer Relations as evidenced by timely follow-up and completion of Customer Complaint/feed back form.
A) All complaints received by manager and/or staff are documented on complaint form and inputted into Quality Management Module for documentation and trending.
B) Manager and staff demonstrate ownership of the complaint and take steps to solve immediate problem to customer satisfaction. If needed the complaint is forwarded to administration.
C) Manager and staff demonstrate commitment to Quality Customer Service for the department and organization as a result of customer complaints and/or feed back.
-Provides continuing education yearly to department personnel regarding JCAHO standards and Process Improvement.
-Provides continuing education yearly to department regarding Customer Complaint/Feed back policy.
-Evaluates results of DMR satisfaction surveys (patient, employee, physician, and consumer), identifies opportunities for improvement, prioritizes such opportunities and implements improvement activities to pursue opportunities.

Salary: $57,507 (0 yrs Director exp) - 70,431 (9 yrs Director exp) - 86,261 (18+ yrs Director exp)

Relocation Assistance Available.

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