What are the responsibilities and job description for the Nursing Supervisor - Behavior position at City of Waxahachie?
Position Summary And Job Duties
The Behavior Nurse Supervisor is responsible for the coordination of mood and behavioral health services provided to residents living at Rock Haven. Each resident must receive and the facility must provide the necessary behavioral health care to attain or maintain the highest practicable physical, mental and psychosocial well-being, in accordance with the comprehensive assessment and plan of care. Behavioral health encompasses a resident's whole emotional and mental well-being, therefore an individualized approach to care is essential. The Behavioral Nurse Supervisor will work closely with facility staff and medical and mental health providers to achieve the goal of person-centered care in each resident's individual behavior management plan.
The individual is expected to assist the Director of Nursing while practicing within Federal, State, and local rules, regulations and guidelines They are tasked with not only ensuring the effective and efficient operation of the behavior management program, but also, supervising staff on an every other weekend rotation.
1.0 Nurse Supervisor 8am-4:30pm - RH025206
60% - Coordinates and monitors the Behavior Management Program during scheduled weekdays:
Participate in a complete comprehensive assessment of resident needs, strengths, goals, life history and preference using the resident assessment instrument (RAI). This will result in a review of the behavior problem Care Area Assessment (CAA) triggered for each resident and assessments of all disciplines, lab reports, medications and treatment records.
Assess each individual's resident's needs through an examination of mental statues and obtain a complete history of the resident's behavior symptoms from appropriate individuals, including; staff and family members or person most familiar with the resident to develop a behavior management program.
Develop a recommendation form with recommended interventions into a behavior care plan, if applicable. After development, select an observation period to monitor the identified behavior and interventions to establish a baseline.
Use careful analysis and care planning to plan and implement the most effective interventions that will meet unmet needs, change targeted behavior, increase desired behaviors, promote resident safety and security and enhance the resident's quality of life. A focus must be on the creation of non-pharmacologic specific interventions to address approaches specific to the risk factors of behavior symptoms, casual and contributing factors, and resident preferences. Document successful interventions in the resident's care plan with an attainable goal.
Track, monitor and manage the GDR program as described below.
Review documentation with the interdisciplinary team to determine if the resident is experiencing trends or patterns in mood and behavior, and which interventions are most effective in lessening the targeted behavior.
Evaluate the effectiveness of the pharmacological and/or non-pharmacological interventions by attending interdisciplinary care plan meetings, gradual dose reduction reviews, behavioral health committees, and weekly behavior rounds.
Communicate proactively with providers to assess the need for psychotropic drugs and to determine the need for a psychiatric consultant beyond the PCP. Communicate resulting treatment recommendations from a psychiatric consult to the patient's PCP.
Provide education including specific mood and behavior interventions and approaches as applicable to facility staff.
If behavior management strategies are not effective assess the resident's current status and in conjunction with the discharge policy, make appropriate intervention or placement decisions if the resident is a potential danger to the safety, health or welfare of themselves or others.
20% - Nurse Supervisor coordinates the care of residents/clients on assigned shift.
Communicates shifts concerns by unit to appropriate staff (e-mails, voice mail etc).
Serves as administrative authority for the smooth function of assigned unit.
Notifies Administrator, DON or ADON of urgent concerns during the shift. (When the concern is non-urgent, notifies manager by phone message or e-mail.)
Performs rounds at least twice each shift to monitor the conditions and care of acutely ill residents/clients.
Receives reports throughout the shift.
Assists RNs to assess residents who are experiencing acute changes.
Provides clinical expertise in the management of medical and psychiatric emergencies.
Responds to Code Blue, Medical Assist and Code Green situations. Assists staff as needed.
Provides clinical expertise in medical management, crisis and behavior management techniques.
Supervises staff and assures survey compliance on a daily basis. Provides guidance and support to staff to better plan work flow
Initiates investigations for all alleged incidents of abuse, neglect or misappropriation of resident belongs. Maintains administrative records.
Audits charts routinely. Provides clinical expertise in documentation including MDS, Medicare PPS, acute illness charting, weekly summaries and care planning.
Participate in the following: QAPI, Behavior/GDR meeting, Care conferences.
Provide on-going education and competancy testing, to the nursing staff on designated unit.
Assist Nurse Managers with completion of Admissions when necessary.
Manage day-to-day infection control monitoring
10% - Quality Assurance and Regulatory compliance
Meets routinely with the nurse manager group and the interdisciplinary teams.
Represents nursing on the Rock Haven Quality Assurance Committee.
Assists with the development and implementation of Nursing Policies and Procedures.
Directs nursing department in survey compliance, quality assurance and staff development activities.
Reviews injury and risk forms. Assures that preventive measures have been initiated.
Reviews investigations for all alleged incidents of abuse, neglect or misappropriation of resident belongs. Maintains administrative records. Reports to the State per regulation.
Receives employee, resident and family grievances. Refers information to appropriate supervisor. Works with NHA to assure that grievances are resolved.
Directs staff response to emergencies such severe weather, fire or bomb scare. Participates in fire drills. Directs disaster evacuation plan as needed.
5% - Public Relations
Provides tours of the facility to families.
Complete referral forms for any inquiries/tours. Reviews all referral to determine medical and nursing needs.
Referral visits to assess the needs of new admissions with complex needs.
Represents the facility at community events.
Collaborates with appropriate community and governmental policy making bodies.
5% - Other duties as assigned.
Manages Call offs and ensure coverage of the units
Success Factors (KSA's)
Essential Job Functions (physical elements, equipment and working conditions)
Facts and Benefits Highlights
Rock County Historic And Cultural Attractions
Rock County is located in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.
The Alliance is a cooperative of more than 240 self-funded employers in Wisconsin, Iowa and Illinois. The Alliance was started in 1990 and has three goals - moving health care forward by controlling costs, improving quality, and engaging individuals in their health care.
When an employee resigns from County employment, their health insurance ends at 11:59 p.m. on their last day. When an employee retires from County employment, their health insurance ends at 11:59 p.m. on the last day of the month.
Employees who retire from County service may choose to stay on our health insurance plan at their own cost after retirement.
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall.
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall.
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday or comp-time. Sick leave cannot be used.
Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increments of quarter hours.
All leaves under this section shall be prorated based upon the employee's FTE. Personnel Ordinance 18.509.
APPENDIX A
Administrative Policy & Procedure Manual
Section: Human Resources
Policy: Vacation Schedules
Policy No: 5.47
Effective: 1/1/2016
Revising: 1/1/2014
The Unilateral Vacation Schedule can be found in the Rock County Ordinance 18.506
The following language only applies to employees who are in job classes that were covered by the following collective bargaining agreements on December 31, 2011.
(AFSCME 1077, 1258, 2489, AMHS RH, AMHS-HSD, ATTORNEYS, YSC, Public Health Nurses)
Employees shall be entitled to annual paid vacation as follows: upon the completion of one
year, ten working days; in addition, Employees shall be entitled to one
additional day of vacation per year for each additional year of employment, up to a
maximum of twenty-five working days of vacation per year according to the following
Schedule
After 2 years – 11 days After 10 years – 19 days
After 3 years – 12 days After 11 years – 20 days
After 4 years – 13 days After 12 years– 21 days
After 5 years – 14 days After 13 years– 22 days
After 6 years – 15 days After 17 years – 23 days
After 7 years – 16 days After 18 years – 24 days.
After 8 years – 17 days After 19 years – 25 days
After 9 years – 18 days
(AMHS-HSD)
For employees who are in job classes that were covered by the AMHS HSD contract on 12/31/2011, vacation pay and/or time off, shall be earned on a pay period rate, and available for immediate use in the following pay period and thereafter. Said time off may be used in time blocks of eight hours or less to a minimum of thirty minutes.
Probationary Employees. Employees shall accrue, but not be entitled to utilize vacation benefits during the first six (6) months of probation.
(ATTORNEYS)
Attorneys may take five days of vacation during the second six months of their employment, five days during the third six months, five and one-half days during the fourth six months, five and one-half days during the fifth six months, and six days during the sixth six months, if they desire. No more than two periods of earned vacation may be accumulated or taken without the consent of the Human Resource Director. Attorneys earn five days of vacation during both six month periods the first year of employment, five and one-half days each six month period of the second year, six days each six month period during the third year and continuing in the same manner thereafter, up to a maximum of twenty-two working days of paid vacation per year.
7.05 I. Employees, upon separation, shall have all unused and accrued vacation credits (which are earned as specified above) contributed to a Post-Employment Health Plan (PHEP).
Part Time Employees
(AMHS HSD)
All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.
(AFSCME 1258)
Regular part-time employees shall be entitled to vacation benefits on a pro-rata basis based on actual hours worked, excluding over time hours.
(AMHS RH)
All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.
The Behavior Nurse Supervisor is responsible for the coordination of mood and behavioral health services provided to residents living at Rock Haven. Each resident must receive and the facility must provide the necessary behavioral health care to attain or maintain the highest practicable physical, mental and psychosocial well-being, in accordance with the comprehensive assessment and plan of care. Behavioral health encompasses a resident's whole emotional and mental well-being, therefore an individualized approach to care is essential. The Behavioral Nurse Supervisor will work closely with facility staff and medical and mental health providers to achieve the goal of person-centered care in each resident's individual behavior management plan.
The individual is expected to assist the Director of Nursing while practicing within Federal, State, and local rules, regulations and guidelines They are tasked with not only ensuring the effective and efficient operation of the behavior management program, but also, supervising staff on an every other weekend rotation.
1.0 Nurse Supervisor 8am-4:30pm - RH025206
60% - Coordinates and monitors the Behavior Management Program during scheduled weekdays:
Participate in a complete comprehensive assessment of resident needs, strengths, goals, life history and preference using the resident assessment instrument (RAI). This will result in a review of the behavior problem Care Area Assessment (CAA) triggered for each resident and assessments of all disciplines, lab reports, medications and treatment records.
Assess each individual's resident's needs through an examination of mental statues and obtain a complete history of the resident's behavior symptoms from appropriate individuals, including; staff and family members or person most familiar with the resident to develop a behavior management program.
Develop a recommendation form with recommended interventions into a behavior care plan, if applicable. After development, select an observation period to monitor the identified behavior and interventions to establish a baseline.
Use careful analysis and care planning to plan and implement the most effective interventions that will meet unmet needs, change targeted behavior, increase desired behaviors, promote resident safety and security and enhance the resident's quality of life. A focus must be on the creation of non-pharmacologic specific interventions to address approaches specific to the risk factors of behavior symptoms, casual and contributing factors, and resident preferences. Document successful interventions in the resident's care plan with an attainable goal.
Track, monitor and manage the GDR program as described below.
Review documentation with the interdisciplinary team to determine if the resident is experiencing trends or patterns in mood and behavior, and which interventions are most effective in lessening the targeted behavior.
Evaluate the effectiveness of the pharmacological and/or non-pharmacological interventions by attending interdisciplinary care plan meetings, gradual dose reduction reviews, behavioral health committees, and weekly behavior rounds.
Communicate proactively with providers to assess the need for psychotropic drugs and to determine the need for a psychiatric consultant beyond the PCP. Communicate resulting treatment recommendations from a psychiatric consult to the patient's PCP.
Provide education including specific mood and behavior interventions and approaches as applicable to facility staff.
If behavior management strategies are not effective assess the resident's current status and in conjunction with the discharge policy, make appropriate intervention or placement decisions if the resident is a potential danger to the safety, health or welfare of themselves or others.
20% - Nurse Supervisor coordinates the care of residents/clients on assigned shift.
Communicates shifts concerns by unit to appropriate staff (e-mails, voice mail etc).
Serves as administrative authority for the smooth function of assigned unit.
Notifies Administrator, DON or ADON of urgent concerns during the shift. (When the concern is non-urgent, notifies manager by phone message or e-mail.)
Performs rounds at least twice each shift to monitor the conditions and care of acutely ill residents/clients.
Receives reports throughout the shift.
Assists RNs to assess residents who are experiencing acute changes.
Provides clinical expertise in the management of medical and psychiatric emergencies.
Responds to Code Blue, Medical Assist and Code Green situations. Assists staff as needed.
Provides clinical expertise in medical management, crisis and behavior management techniques.
Supervises staff and assures survey compliance on a daily basis. Provides guidance and support to staff to better plan work flow
Initiates investigations for all alleged incidents of abuse, neglect or misappropriation of resident belongs. Maintains administrative records.
Audits charts routinely. Provides clinical expertise in documentation including MDS, Medicare PPS, acute illness charting, weekly summaries and care planning.
Participate in the following: QAPI, Behavior/GDR meeting, Care conferences.
Provide on-going education and competancy testing, to the nursing staff on designated unit.
Assist Nurse Managers with completion of Admissions when necessary.
Manage day-to-day infection control monitoring
10% - Quality Assurance and Regulatory compliance
Meets routinely with the nurse manager group and the interdisciplinary teams.
Represents nursing on the Rock Haven Quality Assurance Committee.
Assists with the development and implementation of Nursing Policies and Procedures.
Directs nursing department in survey compliance, quality assurance and staff development activities.
Reviews injury and risk forms. Assures that preventive measures have been initiated.
Reviews investigations for all alleged incidents of abuse, neglect or misappropriation of resident belongs. Maintains administrative records. Reports to the State per regulation.
Receives employee, resident and family grievances. Refers information to appropriate supervisor. Works with NHA to assure that grievances are resolved.
Directs staff response to emergencies such severe weather, fire or bomb scare. Participates in fire drills. Directs disaster evacuation plan as needed.
5% - Public Relations
Provides tours of the facility to families.
Complete referral forms for any inquiries/tours. Reviews all referral to determine medical and nursing needs.
Referral visits to assess the needs of new admissions with complex needs.
Represents the facility at community events.
Collaborates with appropriate community and governmental policy making bodies.
5% - Other duties as assigned.
Manages Call offs and ensure coverage of the units
Success Factors (KSA's)
- Current theory base in medical, geriatric and psychiatric nursing
- Current knowledge of State and Federal nursing home regulations.
- Computer skills including e-mail, word processing, work scheduling system and American Data.
- Ability to prepare clear, concise reports.
- Knowledge of needs of client populations and treatment sources.
- Ability to plan, assign and direct the work of others.
- Ability to communicate effectively orally and in writing.
- Ability to read, analyze and interpret practice standards, professional journals, technical procedures and government standards and regulations.
- Ability to solve complex problems and deal with a variety of issues.
- Ability to effectively present information and respond to questions from managers, employees, residents, families, professionals and the general public
- Ability to work well as a team leader/member.
- Skill in reviewing clinical work of others according to professional standards and practice guidelines.
- Skill with Microsoft Office Suite, American Data ECS, and Personality (scheduling program) software programs.
- Ability to enter accurate information into charts and reports.
- Registered Professional Nurse with current Wisconsin Licensure in good standing.
- Previous work experience in assessing mental health needs including dementia care.
- Work experience as a professional nurse, preferably in related fields (long-term care, medical-surgical nursing, mental health or nursing supervision).
- Supervisory experience in a team leader role.
- CPR/AED certification required
Essential Job Functions (physical elements, equipment and working conditions)
- Ability to sit, stand, bend, and stoop for periods of time.
- Ability to lift up to 50 pounds occasionally.
- Ability to work in a stressful environment.
- Ability to respond to emergency/crisis situations.
- Ability to push/pull a medication cart.
- Exposure to noise.
- Exposure to blood and/or body fluids.
- Uses personal protective equipment as needed but not limited to: gloves, gowns, goggles and protective shield.
- May be subject to potentially hostile and emotionally upset residents, family members, personnel, visitors,
- May be subject to falls, burns, odors, etc., throughout the work day.
- May be exposed to infectious waste, diseases, blood, body fluids, conditions, etc.
- Work is inside in a skilled nursing home facility.
Facts and Benefits Highlights
Rock County Historic And Cultural Attractions
Rock County is located in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.
Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.
- Salary:
- Vacation:
- Holidays:
- Health Insurance including our Wellness component:
The Alliance is a cooperative of more than 240 self-funded employers in Wisconsin, Iowa and Illinois. The Alliance was started in 1990 and has three goals - moving health care forward by controlling costs, improving quality, and engaging individuals in their health care.
When an employee resigns from County employment, their health insurance ends at 11:59 p.m. on their last day. When an employee retires from County employment, their health insurance ends at 11:59 p.m. on the last day of the month.
Employees who retire from County service may choose to stay on our health insurance plan at their own cost after retirement.
- Sick Leave:
- Dental Plan:
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall.
- Vision Plan:
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall.
- Life Insurance:
- Deferred Compensation:
- Flexible Spending Account (Medical and Dependent Care):
- Tuition Reimbursement:
- Retirement:
Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.
Employees in protective status have the percentage contributions defined in their respective collective bargaining units.
- Bereavement Leave:
If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday or comp-time. Sick leave cannot be used.
Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increments of quarter hours.
All leaves under this section shall be prorated based upon the employee's FTE. Personnel Ordinance 18.509.
- EAP:
- Parking:
- Smoking:
APPENDIX A
Administrative Policy & Procedure Manual
Section: Human Resources
Policy: Vacation Schedules
Policy No: 5.47
Effective: 1/1/2016
Revising: 1/1/2014
The Unilateral Vacation Schedule can be found in the Rock County Ordinance 18.506
The following language only applies to employees who are in job classes that were covered by the following collective bargaining agreements on December 31, 2011.
(AFSCME 1077, 1258, 2489, AMHS RH, AMHS-HSD, ATTORNEYS, YSC, Public Health Nurses)
Employees shall be entitled to annual paid vacation as follows: upon the completion of one
year, ten working days; in addition, Employees shall be entitled to one
additional day of vacation per year for each additional year of employment, up to a
maximum of twenty-five working days of vacation per year according to the following
Schedule
After 2 years – 11 days After 10 years – 19 days
After 3 years – 12 days After 11 years – 20 days
After 4 years – 13 days After 12 years– 21 days
After 5 years – 14 days After 13 years– 22 days
After 6 years – 15 days After 17 years – 23 days
After 7 years – 16 days After 18 years – 24 days.
After 8 years – 17 days After 19 years – 25 days
After 9 years – 18 days
(AMHS-HSD)
For employees who are in job classes that were covered by the AMHS HSD contract on 12/31/2011, vacation pay and/or time off, shall be earned on a pay period rate, and available for immediate use in the following pay period and thereafter. Said time off may be used in time blocks of eight hours or less to a minimum of thirty minutes.
Probationary Employees. Employees shall accrue, but not be entitled to utilize vacation benefits during the first six (6) months of probation.
(ATTORNEYS)
Attorneys may take five days of vacation during the second six months of their employment, five days during the third six months, five and one-half days during the fourth six months, five and one-half days during the fifth six months, and six days during the sixth six months, if they desire. No more than two periods of earned vacation may be accumulated or taken without the consent of the Human Resource Director. Attorneys earn five days of vacation during both six month periods the first year of employment, five and one-half days each six month period of the second year, six days each six month period during the third year and continuing in the same manner thereafter, up to a maximum of twenty-two working days of paid vacation per year.
7.05 I. Employees, upon separation, shall have all unused and accrued vacation credits (which are earned as specified above) contributed to a Post-Employment Health Plan (PHEP).
Part Time Employees
(AMHS HSD)
All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.
(AFSCME 1258)
Regular part-time employees shall be entitled to vacation benefits on a pro-rata basis based on actual hours worked, excluding over time hours.
(AMHS RH)
All regularly scheduled part-time employees will be allowed paid vacation on a pro-rated amount based on actual hours paid.