Nurse Manager 2 PICUPANDA

The Pediatric Intensive Care Unit (PICU) is a 20 bed high-acuity fast-paced environment dedicated to the care of critically ill infants children and adolescents. Our multidisciplinary team provides 24/7 comprehensive care for patients with life-threatening conditions including respiratory failure sepsis trauma and complex congenital or acquired illnesses.

We have our own Pediatric and Neonatal Transport team. The DCH PANDA (Pediatric And Neonatal Doernbecher Ambulance) Team transports critically ill children by ambulance helicopter or fixed wing aircraft from hospitals across the Pacific Northwest to Doernbecher Childrens Hospital located in Portland OR. PANDA is the largest and longest running pediatric and neonatal intensive care transport program in Oregon.

Work Environment: The primary work schedule will be Monday through Friday but flexibility is required to connect with staff across all shifts and to attend occasional meetings held later in the afternoon. This role also carries 24/7 responsibility including participation in a rotating manager-on-call schedule for DCH.
Ideal Candidate Profile: Passionate about pediatric critical care strong clinical judgment and adaptability excellent communication and teamwork skills committed to continuous learning and compassionate care.

The NMs decisions and actions are based on the ethical principles outlined by the American Nurses Associations Code of Ethics for Nursing. The NM practices in adherence with the American Nurses

Associations (ANA) Nursing Administration: Scope and Standards of Practice for Nurse Administrators the ANA Code of Ethics for Nursing the Oregon State Board of Nursings Nurse Practice Act and within the context of the Nurse Executive Competencies developed by the American Organization of Nurse Executives (AONE). The NM exemplifies the principles of the OHSU Culture of Safety Position Statement by committing

to a Just Culture a Reporting Culture a Learning Culture and an Engaged Informed Culture.

• Strategic Planning:

Partners with others to develop a department strategic plan that aligns with the divisions strategic plan and nursings vision.

Collaboratively formulate department objectives goals and specific strategies related to initiatives.

Develops short and long-term goals that identify the target conditions.

Coordinates the implementation of interventions to meet department-level goals.

Communicates implements and evaluates the care area strategic plan.

• Operations Leadership:

Partners with others to enhance healthcare and ultimately patient care through interdisciplinary activities such as education consultation management technological development or research opportunities.

Applies systems theory with an understanding that how parts of a system relate to the overall system.

Maintains knowledge of current nursing practice and the roles and functions of care team members (e.g. charge nurse code team RRT)

Evaluates staff competency and intervenes to optimize performance and ensure safe quality effective and efficient patient care.

Leads and practices patient/family advocacy and promotes patient-centered decisions and outcomes.

Maintains visibility and open communication with the staff and department leadership

Communicates plans and decisions to department staff and other stakeholders.

Asserts view in a non-judgmental manner.

Reflects on own method of decision-making and the role of beliefs values and inferences to develop leadership and performance capacity.

Practices within shared-governance structures to distribute leadership and promote decision-making appropriate level within the governance structure

Celebrate successes and accomplishments.

• Financial Management

Achieves financial targets: Manages productive non-productive and premium pay to optimize performance goals.

Collaborates with the Professional Practice Leader to prioritize and allocate resources for department/division level education & practice priorities.

Develops innovative solutions and applies strategies to obtain appropriate resources for nursing initiatives.

Promotes activities that inform others about cost risks benefits or care or of the plan and solution.

• Human Resources

Uses evidence-based leadership to promote desired behaviors

Develops a high-functioning workforce in collaboration with the department leadership

Recognizes and rewards exemplary professional practice

Mentors and coaches staff in an ongoing and progressive manner

Monitors and evaluates the application of practice standards

Collaborates with department leadership to facilitate behaviors that impact safety quality patient satisfaction and employee satisfaction.

Collaborates with the PPL to Identify individual practice issues develops improvement strategies and evaluates performance for all nursing staff on assigned care areas.

Leads department efforts to recruit and retain highly qualified staff.

Develops department succession planning initiatives.

• Performance Improvement

Develops the department/division quality plan in collaboration with the care areas formal and informal leaders.

Utilizes data to identify areas for improvement based on assessment and current states.

Monitors and uses data to determine patient care quality improvement objectives.

Evaluates the practice environment and designs and implements quality improvement strategies to ensure nursing sensitive outcomes meets or exceeds established goals.

Engages staff in department initiatives.

Evaluates the impact/benefits of organizational nursing and department initiatives.

Identifies areas of risk and makes suggestions for reducing risk and improving outcomes.

Trends and investigates concerns and errors to understand the root cause of occurrences of errors or adverse events and success.

Communicates learning to disseminate best practices.

Supports workflow processes that build a culture of safety.

Uses current research findings and other evidence to expand clinical knowledge enhance role performance and increase knowledge of professional issues.

• Professionalism

Evaluates practice in relation to the professional practice standards and existing evidence.

Promotes clinical nurses translation of theory scope & standards into practice to exercise autonomy and decision-making authority

Advances practice excellence by communicating a clear and consistent message about the ownership of role and standards -based professional practice.

Engages in informal and formal processes of giving and seeking feedback regarding role performance from individuals professional colleagues representatives administrators and others.

Mentors and supports others to access resources for their professional development.

• Masters degree in nursing or healthcare-related field or in process.
• Baccalaureate of Science in Nursing.
• Two years of leadership experience as a manager
• Five years of critical care experience (Could be a combination of intermediate level and critical care experience)
• AONL Nurse Leader Core Competencies
• AONL Nurse Manager Competencies
• Unencumbered Oregon RN License.
• American Heart Association (AHA) Basic Life Support (BLS) resuscitation certification.
• Nursing professional certification (within 3 years).
• Experience in complex organization environments.
• Ability to effectively manage multiple conflicting priorities.
• Proficient with word processing
• computational spreadsheet (e.g. Excel) and presentation software.
• Must be able to perform the essential functions of the position with or without accommodation

• Masters degree in nursing leadership.
• Three years of recent management experience in the related clinical area of practice
• Nursing professional certification in leadership or management.

• Comprehensive health care plans that cover 100% for a full-time employee and 88% for dependents for .75 FTE and higher.
• $50K of term life insurance provided at no cost to the employee
• Two separate above market pension plans to choose from
• Paid time off- 208 hours per year (full-time) prorated for part-time
• Extended illness bank- 64 hours per year prorated for part-time
• 9 paid holidays per year
• Three weeks of paid parental leave
• Adoption assistance program (up to 5k)
• Substantial Tri-met and C-Tran discounts
• Tuition Reimbursement
• Innovative Employee Assistance Program (EAP)