The Manager of Inpatient Services is responsible for the total nursing care, assessment, planning, implementation and evaluation of each assigned patient in Inpatient Services . The Manager plans, provides and documents patient care, discharge planning, teaching and educates patients, family and others to attain optimal health and continuity of care. Establishes objectives, standards, policies and procedures in accordance with federal, state and local regulations for NLGH property to assure the highest degree of cleanliness
and sanitation is maintained at all times.

• Maintains responsibility for NLHD compliance with federal and state regulations pertaining to department.
• Recommends and evaluates staff development and participates in leadership development.
• Monitors and maintains the departmental financial and growth objectives to include productivity goals to allow dynamic adjusting of processes to met changing volumes and situations.
• Supervises and monitors the activities and duties of their departments. Ensures the efficient operations of their departments to include an accurate, timely and consistent performance of all functions.
• Annually reviews, develops, and maintains and implements policies and procedures. Evaluates and improves the effectiveness of policies and procedures making recommendations to executive management.

Values:

i - Innovation

"Forward thinking" "Exploring new possibilities" "Ambitious Goals" Looks out for new and innovative approaches that will improve efficiency. Embraces and champions new ideas and encourages others to do likewise. Recognizes and rewards people and teams who are creative and innovative. This is in sharp contrast to those who tend to embrace the status quo, struggle with new approaches and discourage others when they are creative and innovative in the pursuit of increased efficiency or effectiveness.

C - Compassion

"Friendly countenance" "Servant attitude" "Demonstrating genuine concern" Shows genuine sensitivity to the needs, feelings and capabilities of other people. Deals with others in a pleasant manner. Treats others with respect and consideration. This is in contrast to those who are unpleasant and tend to alienate co-workers, or who seem insensitive to the needs of others and tend to demonstrate a lack of respect for others.

A - Accountability

"Showing integrity" "Leading by example" "Ownership and accepting responsibility" Acts in ways that demonstrate personal integrity and serves as a positive example of why others should trust the motives of the organization. Views himself or herself as a reflection of the organization by following through on commitments and accepting ownership of any mistakes he or she might make. Leaves others with the clear impression that integrity is a core value at this organization. This is in contrast to individuals who make commitments that go unmet, fail to acknowledge their role in disappointing events, or whose actions (or inaction) leave others with doubts about the level of trust that should be placed in the organization.

R - Respect

"Considerate of cultural diversity" "Building trust" "All people are to be valued" Demonstrates a genuine interest in the thoughts, opinions, values and needs of co-workers and customers. Avoids speaking, writing or doing other things that could be seen as disrespectful of people in their absence (or "behind their backs"). Recognizes and shows respect for the strengths and contributions of others. This is in clear contrast to behaviors that leave people feeling that their thoughts, opinions, values and needs are of little interest.

E - Empowerment

"Allowing others to reach their full potential: "Freedom to do what is right for our patients" "Attain and share knowledge to enrich others" Empowered in an intentional manner that allows the person to find their way, yet receiving help when needed. Using good judgment related to the level of authority given and the amount of leeway extended. This contrasts with leaders and individuals who focus more on the risks involved from the empowerment, instead of reaching the full potential of the organization.

Organization Expectations:

Communication

The process of sending and receiving messages with words, verbally, written or in sign language.

Customer Focus

Identifying and responding to current and future patient and other customers’ needs; providing excellent service to internal and external patients and other customers.

Initiative

Identifying and dealing with issues proactively and persistently; seizing opportunities that arise.

Self-Development

Lifelong, voluntary, and self-motivated learning.

Teamwork

Effectively work and complete assignments in group settings. Works independently and cooperatively with others to achieve common goals.

Servant Leadership:

S – Selfless

• A belief that we put our customer’s needs before our own.
• A belief that we put our staff’s needs before our own.
• Demonstrating sensitivity for the needs of others.

E – Exemplary

• Modeling the Nor-Lea Culture.
• Creating a culture of Innovation.

R – Results Driven

• Demonstrates a focus on results.
• Understands DMAIC and the Nor-Lea Performance Excellence program.

V – Visionary

• Ability to lead the staff courageously.
• A forward thinker.
• Being a change agent.

A – Approachable

• Staff feel comfortable approaching their leader.
• Creating a positive environment.
• Demonstrates an understanding of different personalities.

N – Nurturing

• Actively shows staff appreciation and recognition.
• Encourages staff through coaching and mentoring.
• Actively empowers staff to make decisions in the best interest of patients.

T – Transparent

• Actively informs staff of organizational and departmental status.
• Honest and trustworthy.

Maintains responsibility for NLHD compliance with federal and state regulations pertaining to department.

Exceeds ExpectationsMeets ExpectationsBelow ExpectationsDoes Not Meet Expectations

Recommends and evaluates staff development and participates in leadership development.

Exceeds ExpectationsMeets ExpectationsBelow ExpectationsDoes Not Meet Expectations

Monitors and maintains the departmental financial and growth objectives to include productivity goals to allow dynamic adjusting of processes to met changing volumes and situations.

Exceeds ExpectationsMeets ExpectationsBelow ExpectationsDoes Not Meet Expectations

Supervises and monitors the activities and duties of their departments. Ensures the efficient operations of their departments to include an accurate, timely and consistent performance of all functions.

Exceeds ExpectationsMeets ExpectationsBelow ExpectationsDoes Not Meet Expectations

Annually reviews, develops, and maintains and implements policies and procedures. Evaluates and improves the effectiveness of policies and procedures making recommendations to executive management.

Exceeds ExpectationsMeets ExpectationsBelow ExpectationsDoes Not Meet Expectations

SKILLS, KNOWLEDGE AND ABILITIES

Communication skills - oral/written/reading

Collaboration

Budget preparation/monitoring

Comprehension and learning

Customer service

Data - researching/analyzing

Quality standards/Procedures/Protocols

Professional behavior - Demonstrating/Teaching

Nursing practice/leadership/management

MINIMUM EXPERIENCE REQUIRED

Three to five years progressive nursing leadership

Three to five years nursing experience medical/ surgical/ Operating Room or comparable

MINIMUM EDUCATION REQUIRED

Graduate from an Accredited School of Nursing, RN

BSN preferred

MSN preferred

LICENSURE/CERTIFICATION REQUIRED

Basic Life Support (BLS) Certification Required

Advanced Cardiovascular Life Support (ACLS) Required

Current New Mexico State Board of Nursing licensure. Required

PHYSICAL DEMANDS AND WORKING CONDITIONS