Director Education - Nursing Education

CHRISTUS Santa Rosa Hospital - Westover Hills (CSRH-WH) is a 150-bed hospital serving the fastest growing area of San Antonio. Specialized care includes orthopedic and surgical services, ICU, women’s services, a newborn nursery, comprehensive cardiovascular care from diagnostics to open heart surgery, vascular lab, sleep center, emergency services, the CHRISTUS Weight Loss Institute, wound care, rehabilitation, and more. The campus also boasts an Outpatient Imaging Center and three medical plazas, one of which houses our CHRISTUS Santa Rosa Family Medicine Residency Program and CHRISTUS Santa Rosa Family Health Center.

Summary:

Directs and implements educational strategies for providing employee training and development programs for all facilities in a region.

Responsibilities:

• Creating and defining organizational training and development goals and objectives based on evaluation of organizational and individual needs
• Organizing and coordinating facilities to deliver clinical education sessions. Introducing and implementing new technology methods and tools in training programs
• Driving the development and delivery of educational curriculum and evaluating clinical education sessions to ensure training objectives are met
• Directing, motivating, developing and managing the performance of the education management team and key staff

CORE COMPETENCIES

• Standard I: Financial Management Recognizes the impact of reimbursement on revenue Understands the relationship between values-based purchasing and quality outcomes with revenue and reimbursementCreates, monitors, and analyzes a budget; explaining varianceConducts ongoing evaluation of productivity, forecasting future revenue and expensesDocuments capital appropriations and project authorizations
• Standard II: Human Resources Management Evaluates and specifies the critical resources required to accomplish the team's objectivesInitiates requests for required resources based on staff competency with patient acuity Allocates team resources responsibly and equitably within the scope of labor lawsCalculates resource usage to set a baseline for comparisonDiscovers opportunities to improve resource utilizationImplements changes in role consistent with scope of practiceResolves conflicts in a wide variety of situations, such as workload allocation, schedule overlap etc.Adjusts management and personal style to fit the needs of different people and different situationsExplores motivational factors and tailors motivational efforts to individual needs and situations for the departmentConducts evaluations on personnel performance at the work place and recommends improvement plansCoaches others on operating personnel management systems and their processes
• Standard III: Relationship Management and Influencing BehaviorsSituation Management Identifies issues that require immediate attentionApplies principles of crisis management to handle situations as necessary Manages conflictPromotes team dynamicsMentors and coaches staff Promotes Professional Management Promotes and encourages stress managementEncourages participation in professional actionApplies principles of self-awarenessFosters a healthy work environmentDiversityUnderstands the components of cultural competence as they apply to the workforceMaintains an environment of fairness and processes to support itCapitalizes on differences to foster highly effective work groups
• Standard VI. Performance Improvement/Safe Practice/Quality Care/RegulationsAssesses customer and patient satisfaction while developing strategies to address satisfaction issues Provides direct service to internal or external customersFacilitates the resolution of customer problems, issues, or concernsMonitors and promotes workplace safety requirements resulting in positive patient outcomesApplies systems thinking knowledge as an approach to analysis and decision-makingDemonstrates accountability for nursing research and quality improvement activitiesProvides evidence-based nursing carePromotes and communicates patient information effectively across the continuum of care
• Standard V. LeadershipServes as a leader of patient careUtilizes an appropriate style of leadership: autocratic, democratic, laissez-faire/free rein, etc.Demonstrates leadership qualities: intelligence, influence, determination, integrity, confidenceManages own behaviors during interactions, such as feedback giving, to shape workplace eventsUtilizes positive reinforcement to motivate and attain desired behaviors; increases productivityEmploys leadership theories, such as contingency and transformational, and associated techniquesApplies techniques of “action learning” to problem solve and personally reflect on decisions

TECHNICAL COMPETENCIES

• Healthcare IndustryWorks with a specific aspect of healthcare or healthcare specialtyAnalyzes value chain of healthcare industry; recognizes the position of one's own enterprise within the industrySummarizes the operational, regulatory, economic and competitive issues and considerations of healthcare industryMonitors the market trends of medical information systems for healthcare organizationsDiscusses and explains the eligibility and provisions of various medical insurance programs
• Clinical Performance ImprovementShares experiences with process performance improvements across multiple areasRecognizes recurring and difficult programs and explores new or innovative solutionsLeverages technology to facilitate the sharing of clinical performance or outcomes dataCompares and contrasts different approaches for performance improvement; highlights pros and consCreates mechanism for ensuring quality and performance measures are understood and valued by nursing staffConsults on and coaches on developing business cases to justify improvement initiatives
• Training and DevelopmentCreates a standard system to provide all audiences with training and developmentDesigns assessment instruments to help evaluate learning outcomesAdvocates for the support of senior management to help meet the organization's planning and training needsLeads in defining strategies and best practices for training and developmentPredicts industry and marketplace trends in training and developmentShapes the field of training and development by taking an active part in HRD societies and conferences
• Employee Development StrategiesAdvises others on the selection of employee development programs to meet a particular needEvaluates the results of employee development programs and recommends future enhancements or revisionsConsults on the effects of various training programs on organizational performanceEstablishes and controls yearly budgets related to development programs and systemsFormulates corrective action plans to remedy training or knowledge gaps in an organizationOversees the implementation of development programs and systems across the organization
• Training EvaluationDesigns strategies for training evaluation development and implementationEstablishes procedures, policies and regulations for training evaluationLeads in analyzing industry benchmarks for training measurement and evaluationLeads discussions on the theoretical background of training evaluation, including issues and considerationsPromotes the design of advanced tools and technologies for training evaluationPredicts global industry and competitive trends and practices in training evaluation
• Training OperationsDesigns effective work flows and procedures for training operationsLeads in developing systematic policies and strategies for training operations activitiesEstablishes processes to address, investigate and document illegal and inaccurate training operationsCreates a quality review system for training operations based on industry benchmarksDevelops new tools and methods to improve training operations Predicts industry trends and marketplace developments relevant to training operations

Requirements:

Education/Skills

• Bachelor's degree in Nursing, Health Care Administration or Business Administration required
• Master's degree in Nursing, Health Administration, Business Administration, Nursing, or related advanced degree in health related field preferred

Experience

• Minimum of 1 years’ experience as a senior nursing leader
• Minimum of 5 years’ experience in nursing leadership
• Minimum of 5 years’ experience developing, designing and coordinating training and education programs

Licenses, Registrations, or Certifications

• RN license in good standing in state of employment or a compact state , if applicable
• Registered Nurse (RN) required
• American Heart Association Basic Life Support

Work Schedule:

5 Days - 8 Hours

Work Type:

Full Time