What are the responsibilities and job description for the Mental Health Educator position at Driscoll Children's Hospital?
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Thank you for your interest in joining our team! Please review the job information below.
JD Attached*
GENERAL PURPOSE OF JOB:
To provide and coordinate education support for service line staff. The Mental Health Educator (MHE) uses the tools, theories, skills, and knowledge of the specialty to improve the healthcare practice of learners. The MHE provides, develops, and coordinates education support for the Care Coordination service line. Service lines may evolve as the organization’s needs grow and develop. The MHE ensures effective and efficient implementation of key roles and education at both the service-line level and designated centralized education.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job description is not intended to be all-inclusive; employees will perform other reasonably related business duties as assigned by the immediate supervisor and/or hospital administration as required.
The MHE functions in the following roles:
Learning facilitator.
The MHE uses the educational design process to bridge the knowledge, skills, and/or practice gaps identified through needs assessment. Completes needs assessments, develops materials, tools, and action learning plans to facilitate learner achievement of desired education outcomes. Teaches or facilitates service line specific, central, or organizational content as assigned/needed.
Change agent.
The MHE actively and positively works to transform processes through inspiration, initiation, adoption, and sustainment of and adaptation to change using project management and improvement processes.
Mentor.
The MHE advances the profession of service line staff by contributing to the professional development of others and supporting life-long learning as individuals develop across practice, professional and educational settings.
Leader.
The MHE influences interprofessional practice and learning environments, the Professional Development (PD) specialty, and the profession of nursing and healthcare. Tracks and reports service line education requirements, completion, and non-compliance.
Champion for scientific inquiry.
The MHE promotes the generation and dissemination of new knowledge and the use of evidence to advance NPD/PD practice, guide clinical practice, and improve patient care.
Advocate for NPD specialty.
The MHE actively supports, promotes, and demonstrates professional development as a nursing/healthcare practice specialty.
Partner for practice transitions.
The MHE supports the transition of nurses and other healthcare team members across learning and practice environments, roles, and professional stages.
Responsibilities
The MHE is responsible for the following performance indicators (see performance indicator document):
Orientation/onboarding.
Onboarding is the fluid process of orienting, socializing, and integrating an employee to the organization with a focus on retention and growth. Orientation is one facet of the onboarding process and is comprised of an individualized program to guide the new hire towards job competency. Orientation occurs during onboarding and when changes in roles, responsibilities, and practice settings occur. Oversees orientee and preceptor development and process at the service-line level.
Competency management.
Competency management is a dynamic process designed to support ongoing assessment, evaluation of needs, development of curriculum/programs and documentation of performance.
Education.
Design educational activities to address practice gaps for identified target audiences, which may include patient education, continuing nursing education (CNE) guided by ANCC/TNA criteria, interprofessional continuing education (IPCE) and education for non-licensed healthcare personnel. May be required to become a CE planner if needed.
Professional role development.
The MHE assists others in their professional role development, practice role transitions, and succession planning. Professional role development involves identification and development of strategies to facilitate a continuous process of maturation through lifelong learning.
Research/Evidence-based Practice/Quality Improvement.
Participation in research, evidence-based practice (EBP), and quality improvement (QI). MHEs promote research, EBP, and QI in patient care settings.
Collaborative partnerships.
MHEs collaborate with partners to share expertise in planning and decision making to achieve the desired results.
Education and/or Experience:
List the licenses, certificates, or registrations that are required to perform the essential duties of this job.
Thank you for your interest in joining our team! Please review the job information below.
JD Attached*
GENERAL PURPOSE OF JOB:
To provide and coordinate education support for service line staff. The Mental Health Educator (MHE) uses the tools, theories, skills, and knowledge of the specialty to improve the healthcare practice of learners. The MHE provides, develops, and coordinates education support for the Care Coordination service line. Service lines may evolve as the organization’s needs grow and develop. The MHE ensures effective and efficient implementation of key roles and education at both the service-line level and designated centralized education.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job description is not intended to be all-inclusive; employees will perform other reasonably related business duties as assigned by the immediate supervisor and/or hospital administration as required.
The MHE functions in the following roles:
Learning facilitator.
The MHE uses the educational design process to bridge the knowledge, skills, and/or practice gaps identified through needs assessment. Completes needs assessments, develops materials, tools, and action learning plans to facilitate learner achievement of desired education outcomes. Teaches or facilitates service line specific, central, or organizational content as assigned/needed.
Change agent.
The MHE actively and positively works to transform processes through inspiration, initiation, adoption, and sustainment of and adaptation to change using project management and improvement processes.
Mentor.
The MHE advances the profession of service line staff by contributing to the professional development of others and supporting life-long learning as individuals develop across practice, professional and educational settings.
Leader.
The MHE influences interprofessional practice and learning environments, the Professional Development (PD) specialty, and the profession of nursing and healthcare. Tracks and reports service line education requirements, completion, and non-compliance.
Champion for scientific inquiry.
The MHE promotes the generation and dissemination of new knowledge and the use of evidence to advance NPD/PD practice, guide clinical practice, and improve patient care.
Advocate for NPD specialty.
The MHE actively supports, promotes, and demonstrates professional development as a nursing/healthcare practice specialty.
Partner for practice transitions.
The MHE supports the transition of nurses and other healthcare team members across learning and practice environments, roles, and professional stages.
Responsibilities
The MHE is responsible for the following performance indicators (see performance indicator document):
Orientation/onboarding.
Onboarding is the fluid process of orienting, socializing, and integrating an employee to the organization with a focus on retention and growth. Orientation is one facet of the onboarding process and is comprised of an individualized program to guide the new hire towards job competency. Orientation occurs during onboarding and when changes in roles, responsibilities, and practice settings occur. Oversees orientee and preceptor development and process at the service-line level.
Competency management.
Competency management is a dynamic process designed to support ongoing assessment, evaluation of needs, development of curriculum/programs and documentation of performance.
Education.
Design educational activities to address practice gaps for identified target audiences, which may include patient education, continuing nursing education (CNE) guided by ANCC/TNA criteria, interprofessional continuing education (IPCE) and education for non-licensed healthcare personnel. May be required to become a CE planner if needed.
Professional role development.
The MHE assists others in their professional role development, practice role transitions, and succession planning. Professional role development involves identification and development of strategies to facilitate a continuous process of maturation through lifelong learning.
Research/Evidence-based Practice/Quality Improvement.
Participation in research, evidence-based practice (EBP), and quality improvement (QI). MHEs promote research, EBP, and QI in patient care settings.
Collaborative partnerships.
MHEs collaborate with partners to share expertise in planning and decision making to achieve the desired results.
Education and/or Experience:
- MSN, MSW, or equivalent preferred. A Bachelor's degree (BSN) in nursing, (BSW) social work, or equivalent is required.
- Five (5) years clinical experience, with experience as a preceptor preferred.
List the licenses, certificates, or registrations that are required to perform the essential duties of this job.
- Current Texas license as RN (Registered Nurse), LBSW (Licensed Baccalaureate Social Worker), LCSW (Licensed Clinical Social Worker), or LMSW (Licensed Master Social Worker).
- American Heart Association Basic Life Support (CPR) required pre-hire and continuously maintained. May onboard with AHA or Red Cross CPR and then transition to AHA upon first renewal.
- Advanced Specialty Courses as appropriate and required by service line.
- Instructor status for at least one advanced specialty courses as appropriate within 2 years of employment.
- National Specialty Certification in specialty area or professional development is required and must be obtained upon reaching eligibility and maintained continuously thereafter.