• Work within the team of Area Managers under the direction of the Director of Operations, and is readily available to address all issues within designated region
• Responsible for planning and implementing schedules and staffing within designated region.
• Personal supervision of all sonographer staff within designated region
• Maintains communication between management and technologists to ensure quality studies under the direction of the radiologist
• Conducts staff evaluations on a 90 day and annual basis based on their hire date
• Assess employee needs and makes recommendation to management on behalf of employees
• Responsible for Image quality reviews
• Responsible for ordering supplies, equipment and equipment repair within designated region.
• Maintains inventory of equipment assigned to designated region
• Orient new employees to the company policies and procedures
• Assist technologists in solving technical problems
• Identifies and corrects problem behaviors by ongoing coaching and counseling
• Reviews technologist payroll timely to ensure productivity and resource control utilizing company metrics.
• Regularly communicates with dispatch to maintain consistent patient care and turnaround times.
• Plans and implements strategies and activities consistent with overall aim and requirements of the company.
• Performs other duties as assigned

SKILLS & EXPERIENCE

• Must be able to locate facilities and or homes using map books, and or GPS device. (This implies personal phones, GPS is acceptable).
• Have at least two (2) years experience in the mobile ultrasound field
• Have at least two (2) years experience in a supervisory capacity.
• Must have and maintain valid ARDMS certification.
• Must have and maintain valid Driver’s License.

Licenses & Certifications

• ARDMS: RVT

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)