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Scheduled Weekly Hours:

40

Gundersen Health System is seeking a full-time, salaried Director of Nursing for Tweeten Care Center in Spring Grove, MN. 

What you will do:

In collaboration with the Administrator, provide strategic leadership and administrative direction for the practice of nursing at Gundersen Tweeten Care CenterEnsure the delivery of safe, resident/family-centered, evidence-based, culturally competent, age-relevant, high quality and efficient nursing careEnsure that long term care practice is consistent with professional nursing practice standards, applicable legal statutes and state regulations addressing nursing practice and the delivery of health careManage and lead 53 staff including RNs, LPNs, CNAs, nursing assistants, and scheduler to ensure optimal functioning in day-to-day operationsRotating on-call approximately 1-2 times/every 2 weeks

What you need: Graduate of an accredited RN program Minnesota RN License3 years of geriatric nursing experience, with a minimum of two years of the three in a skilled nursing facility desired

What you will get:Gundersen's generous compensation and benefit package, including our top-rated retirement planInitial and ongoing leader development and support

Gundersen Health System Hospital and Clinics comprises 7 hospitals and 33 clinics. We bring care close to home for our patients in Wisconsin, Minnesota, and Iowa.  Inside our walls and our neighborhoods, we deliver world-class medical care and the right amount of love. We call it love + medicine and it’s more than our practice. It is who we are

Job Description:

In collaboration with the Administrator and other appropriate leaders: Provides strategic leadership and administrative direction for the practice of nursing at Gundersen Tweeten Care Center. Evaluates, develops, recommends, and assists in implementing a Nursing Practice Model and Resident Care Delivery Model that provides for the delivery of safe, resident/family-centered, evidence-based, culturally competent, age-relevant, high quality and efficient nursing care across the system. Ensures the accomplishment of the organization's mission by ensuring that long term care practice is standardized and consistent with professional nursing practice standards, applicable legal statutes and state regulations addressing nursing practice and the delivery of health care that provides for congruent care standards that cross the continuum. Promotes and facilitates an interdisciplinary approach to patient care that encourages staff to perform to the highest level within their identified scope of practice.

STRATEGIC RELEVANCE -- SUMMARY

To advance its position as an innovator and leading health care system, Gundersen Health System (GHS) must continue to demonstrate superior outcomes, provide seamless delivery of care, and ensure competitive cost structures. It must also stay at the cutting edge of emerging technologies and new delivery models that will transform healthcare. The System must anticipate and respond effectively to evolving market and environmental trends, (e.g., shifts in payment models, value-based purchasing, transparency of outcomes and information technology) that will impact the delivery of health care services.

The Director is responsible for proactively anticipating the impact of these forces and trends and developing and managing the effective response from their AOR (area-of-responsibility). The Director collaborates with others to establish and achieve GHS’ strategic mission and goals: 1) demonstrate superior quality and safety through the eyes of patients and caregivers; 2) demonstrate superior service through the eyes of patients and colleagues; 3) attract, develop and retain a talented and engaged workforce; 4) demonstrate affordability of care; and 5) achieve programmatic growth. The Director serves as the direct link between System strategies and the management and staff of their AOR.

POSITION DUTIES AND RESPONSIBILITIES

The Director, in the context of the medical/administrative partnership, is specifically responsible for:

1.0 Organizational Strategy and Implementation -- Recognizing market trends, judging the impact on their AOR, contributing to responsive strategic plans, developing AOR operational plans, articulating these plans, and ensuring the understanding, alignment and commitment of all AOR staff.

2.0 Fiscal Management -- Effectively using established processes to ensure accountability for effective operations and resource management.

3.0 Human Resource Management -- Effectively using established processes to: select, align, develop, motivate, manage, and retain a team of highly skilled managers and staff.

4.0 Excellence in Service and Clinical Quality-- Achieving seamless delivery of quality patient care and safety, excellence in patient experience and customer service.

5.0 Organizational Leadership -- Providing leadership and accomplishing objectives by ensuring the integration of processes and initiatives while modeling collaboration

KEY ACCOUNTABILITIES

Organizational Strategy and Implementation

1.1 Collaborates with Administrator and other Managers to study and understand external market financial, economic, and industry data, identifying market opportunities and threats.

1.2 Provides direction to AOR Managers and staff in the design and implementation of clinically and fiscally responsive program goals and objectives.

1.3 Ensures continuous improvement and evaluates and makes recommendations regarding changes required, taking into account trends in market demand, research, regulatory standards, and clinical practice.

1.4 Defines and establishes clear performance standards for their AOR, and monitors established management systems to ensure that continuous improvement forms the basis for all activities.

1.5 Collaborates with System leadership to ensure that resources are prioritized and in place (i.e., staff, facilities, equipment, supplies, technology, data, and processes, etc.) and properly utilized to achieve AOR objectives through the most effective and efficient operations.

1.6 Contributes to the development of and manages the implementation of processes to collect relevant clinical and financial indicator data which serves as a reliable proxy for clinical effectiveness, cost and quality.

1.7 In conjunction with AOR leadership, designs and implements improvement of AOR key processes and optimizes resources, leading to elimination of variability in cost and quality.

Fiscal Management

2.1 Develops and manages AOR to meet fiscal targets, ensuring the delivery of cost-effective quality services.

2.2 Participates in financial forecasting and planning along with other members of the AOR management team.

2.3 Develops and presents comprehensive analysis for financial and programmatic recommendations for AOR management.

2.4 Communicates the rationale for financial decisions ensuring a high level of understanding among AOR management, staff, and clinicians.

2.5 Evaluates AOR for potential cost-effective change and manages the implementation of approved changes.

2.6 Through the medical/administrative partnership, ensures AOR management, staff, and physician compliance with financial decisions.

2.7 Tracks and monitors trends in AOR clinical practices and intervenes, appropriately, as it impacts the delivery of cost-effective, quality services.

Human Resource Management

3.1 Provides vision and leadership to AOR management and staff in a collaborative environment that offers job satisfaction, performance recognition, and stimulates innovative thinking to accomplish objectives.

3.2 Ensures that AOR management, staff and clinicians understand their roles in accomplishing GHS, Team/Division, and AOR strategic objectives. Establishes expectations for high level of performance and holds individuals accountable for achieving them.

3.3 In collaboration with other AOR leadership and the Human Resources Department, ensures the efficacy of systems/processes to recruit, retain, and develop a high-performance team that meets patient, regulatory, and fiscal requirements for their AOR.

3.4 In conjunction with Team/Division and System leadership, ensures staff productivity by maximizing staffing efficiency and workflow patterns as well as monitoring and controlling turnover.

3.5 Structures the integration of progressive change and conflict management.

3.6 Creates a climate that ensures respect, teamwork, open communication, and professional recognition among a diverse workforce.

Excellence in Service and Clinical Quality

4.1 Develops and implements service, quality and safety standards consistent with System policy for patient experience and internal and external customers in collaboration with Team/Division leadership.

4.2 Identifies and analyzes trends across services in customer satisfaction and patient experience, clinical quality outcomes, patient safety and cost using data systematically to develop solutions and guide change in AOR practices.

4.3 Models and ensures that AOR Managers and staff effectively uphold a customer service orientation to meet legitimate needs of patients and internal and external customers.

4.4 Ensures that confidentiality of patient, staff, and appropriate management data is maintained, and delivers immediate and certain consequences when confidentiality is compromised.

Organizational Leadership

5.1 Promotes the organization to all constituencies by interpreting and communicating GHS’ mission and values, acting as a loyal, supportive, and informed spokesperson for AOR, Team/Division and the System.

5.2 Collaborates with other System leaders and professionals to identify, reduce, and eliminate barriers within the system which may negatively impact cost and quality of services.

5.3 In the spirit of collaboration, promotes the visibility of Team/Division leadership throughout the organization.

5.4 Provides the vision and manages a positive learning environment for students, interns, and residents working within their AOR, collaborating with academic programs, while ensuring patient safety.

5.5 Identifies areas for self-development and actively seeks opportunities and resources to meet developmental objectives.

KEY INTERFACES

The Director interacts primarily with the following external interfaces:

ResidentsFamilies

The Director interacts secondarily with the following external interfaces:

Non-GHS clinicians and organizationsVendors/SuppliersEducational and Regulatory OrganizationsPayersCharitable OrganizationsGeneral Public

The Director interacts primarily with the following internal interfaces:

Team/Division ManagersAdministratorcliniciansOther Functional Directors and Department Chairs

The Director interacts secondarily with the following internal interfaces:

AOR StaffAdministrative OfficersClinical AdvisorsOther System Staff

DECISION MAKING AUTHORITY & RESPONSIBILITY

The Director has the authority to formulate and execute AOR vision, objectives, and strategies consistent with the System’s mission, vision and goals. This person determines which resources are needed and facilitates the acquisition of additional resources where indicated.

The Director has the authority to advocate change in AOR processes and systems to ensure optimal, cost effective health care delivery. This individual facilitates the resolution of management, clinician, and policy issues within agreed upon organizational financial and regulatory limits. The Director makes recommendations for and oversees the enforcement of policy, as well as makes recommendations for changes to AOR leadership. The person in this position coaches, monitors, and documents management performance, makes recommendations for compensation strategy and promotion, and supports the physician recruitment process for their AOR. The Director represents Gundersen Health System and their Team/Division within the System and in the external community.

Education and Learning

REQUIRED

Graduate of an accredited RN program

DESIRED

BSN

Work Experience

REQUIRED

DESIRED

3 years of geriatric nursing experience, with a minimum of two years of the three in a skilled nursing facility.

3-4 years of experience in a management position in healthcare.

License and Certifications

REQUIRED

Registered Nurse (RN) licensed to practice in the state of Minnesota

Current Infant-Adult Basic Life Support for Health Care Providers (with hands on learning) from one of the following programs; American Heart Association or American Red Cross.

DESIRED

Certification in leadership or clinical specialty

Age Specific Population Served

Adult

Geriatric

OSHA Category

Category I - All Employees in this job title have a reasonably anticipated risk of occupational exposure to blood and/or other potentially infectious materials.

Environmental Conditions

Exposed to infectious diseases.

Physical Requirements/Demands Of The Position

Sitting Frequently (34-66% or 5.5 hours)
Walking/Standing Occasionally (6-33% or 3 hours)
Stooping/Bending Occasionally (6-33% or 3 hours)
Squatting Occasionally (6-33% or 3 hours)
Kneeling/Half Kneel Occasionally (6-33% or 3 hours)
Reaching - Shoulder Level Occasionally (6-33% or 3 hours)
Reaching - Below Shoulder Occasionally (6-33% or 3 hours)
Reaching - Above Shoulder Occasionally (6-33% or 3 hours)
Repetitive Actions - Pinch Forces Occasionally (6-33% or 3 hours) Pounds of force 0-25
Repetitive Actions - Grip Forces Rarely (1-5% or .5 hours) Pounds of force 0-25
Repetitive Actions - Fine Manipulation Frequently (34-66% or 5.5 hours)
Balance - Right Leg Occasionally (6-33% or 3 hours)
Balance - Left Leg Occasionally (6-33% or 3 hours)
Lifting - Other Occasionally (6-33% or 3 hours) Number of lbs 0-25
Carrying - Short Carry Frequently (34-66% or 5.5 hours) Number of lbs 0-25
Push/Pull (Static Force) Occasionally (6-33% or 3 hours) Number of lbs 0-25

If you need assistance with any portion of the application or have questions about the position, please contact the recruiter listed below:

Primary Recruiter:

Nikki Frahm-Ward

Recruiter Email Address:

nmfrahmw@gundersenhealth.org

We inspire your best life by relentlessly caring, learning and innovating. This is our purpose. Together with our values — belonging, respect, excellence, accountability, teamwork and humility — our pillars set our foundation and our future.

Equal Opportunity Employer