What are the responsibilities and job description for the Clinical Educator II, Central Sterile Processing position at The General Hospital Corporation?
Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.
Job Summary
Does this position require Patient Care? No
Essential Functions:
- Plan, develop, design, and implement education and training programs and clinical workshops to improve team member competency, including preparation, facilitation, and follow-up.
- Conducts or arranges for in-service training for departmental staff to keep staff informed of current trends in central service, regulatory agencies, public health education, and the work of other agencies as related to the institution.
- Functions as a technical expert in the day-to-day operations of the department.
- Collect and interpret statistical data on the progress and success of educational programs using productivity and quality performance reports.
- Utilizes the data to improve the department's competency performance.
Qualifications
Can this role accept experience in lieu of a degree? No
Licenses and Credentials: Certified Registered Central Service Technician [CRCST] - Healthcare Sterile Processing Association (HSPA) required
Experience: Surgical Nursing Experience 3-5 years and Staff Development/Training Experience 2-3 years preferred
Knowledge, Skills and Abilities:
- Knowledge of aseptic technique principles.
- Extensive knowledge of methods of cleaning, disinfection, and sterilization.
- Extensive knowledge of the operation and troubleshooting of all equipment used in reprocessing.
- Understanding of the principles and commitment to all standards of the OSHA Bloodborne Pathogens standard.
- Knowledge of and ability to use Windows-based applications such as database, spreadsheet, word processing, and materials management software.
Additional Job Details (if applicable)
- Standing Occasionally (3-33%)
- Walking Occasionally (3-33%)
- Sitting Constantly (67-100%)
- Lifting Occasionally (3-33%) 20lbs - 35lbs
- Carrying Occasionally (3-33%) 20lbs - 35lbs
- Pushing Rarely (Less than 2%)
- Pulling Rarely (Less than 2%)
- Climbing Rarely (Less than 2%)
- Balancing Occasionally (3-33%)
- Stooping Occasionally (3-33%)
- Kneeling Rarely (Less than 2%)
- Crouching Rarely (Less than 2%)
- Crawling Rarely (Less than 2%)
- Reaching Occasionally (3-33%)
- Gross Manipulation (Handling) Constantly (67-100%)
- Fine Manipulation (Fingering) Frequently (34-66%)
- Feeling Constantly (67-100%)
- Foot Use Rarely (Less than 2%)
- Vision - Far Constantly (67-100%)
- Vision - Near Constantly (67-100%)
- Talking Constantly (67-100%)
Remote Type
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At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.
EEO Statement:
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.
Salary : $28 - $41